GIVING FEEDBACK
The purpose of giving feedback is to improve performance, which is central to the PDR process
This increases self-awareness, offers options and encourages
development. It is important you learn how to give and also
receive it. Constructive feedback does not only mean positive
feedback, negative feedback is given appropiately can be
important and useful
When giving feedback, be GENUINE and START WITH THE POSITIVE.
We all need encouragement and like to be told when we are doing well and it can make our colleagues more open to having an honest discussion.
Our culture tends to emphasise the negative, focusing on mistakes rather than strengths. In a rush to criticise, we may overlook the things
we liked or were done well.
Be SPECIFIC and avoid general comments which don't develop skills.
Avoid saying 'you were brilliant' or 'it was awful' and pinpoint what
your colleague has done to gain that feedback
This is given in an unskilled way. It leaves the recipient feeling
bad, without anything to build on. It has a negative effect on
your colleagues and can lead to a decrease in perfomance
A GUIDE FOR LINE MANAGERS:
Operatives Performance Development Reviews (PDR)
LEARNING &
DEVELOPMENT
TYPES OF FEEDBACK
CONSTRUCTIVE DESTRUCTIVE
If you would like to complete further training
on handling difficult conversations visit the
AmcoGiffen learning platform by clicking the
'find out more' button below
FIND OUT MORE
HAVING DIFFICULT CONVERSATIONS