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Member You - Team Member Feedback: A Priceless Communication Tool
Are you a homeowner or a business owner in the Dallas area? If so, is your home or office carpeted? If it is, there is a good chance that you may need to have your carpets cleaned. Although carpeted flooring is nice, it can show signs of wear and tear or dirt quicker than hardwood or tiled flooring. If you are in need of having your carpets cleaned, whether those carpets are in your home or in your office, you may be wondering whether or not you should seek professional assistance.When it comes to carpet cleaning, there are many Dallas homeowner
There are two types of feedback -- Positive feedback and feedback for improvement.
Positive Feedback - Positive feedback is information about what someone did well. There's a very simple approach you can use when giving positive feedback.
- Describe what the person actually did or said, and
- Why this statement or action was effective.
Make sure your "What and Why
I don’t have to tell you that employee turnover in the telemarketing field is rampant.By the way, this is nothing new. It plagued us a few decades ago, and if anything, it has simply grown worse.There are lots of remedies that have been tried to stanch the outflow of reps, and to keep them aboard.Some businesses, especially in technology sectors, have build game rooms into the work place. I saw one a few weeks ago when I was touring a facility in Los Angeles.Others have expanded the “Casual Fridays” concept to such a point that
Feedback is important because:
- It prevents small issues from festering into unmanageable problems.
- It builds trust in relationships.
- It promotes personal and professional growth.
- It acknowledges individual and team accomplishments.
- It clears up misunderstandings.
- It is a way to acknowledge and recognize team members' skills and contributions.
As a result, effective feedback makes life at work a great deal easier and more rewarding.
So how do you give someone effective feedback? First, ensure your intention is to be helpful and supportive, rather than to "slam." Check to make sure the person wants and is ready to accept feedback, if you haven't been asked to provide it. Before providing your feedback, ask the person for their assessment of the situation.
But, how do you say it? What words do you use that will ensure the message is delivered properly? Be specific. Describe the actual behavior you observed, not personality traits. Avoid generalities, vague statements, and inferences. Use "I" statements: I saw..., I heard..., I felt... Describe the impact of the behavior on you: "I felt...when you..." Be sincere with your comments. Don't say that something was good when you don't really believe it.
It's important to give a balanced mix of both positive feedback and feedback for improvement. Try to end with a positive comment. Be sure that the feedback recipient has understood your comments. Encourage a response.
Another important point. Consider timeliness. Don't "store up" feedback of either kind and dump it on a person. Feedback is much more effective if provided close to the time the behavior actually occurred.
There are two types of feedback -- Positive feedback and feedback for improvement.
Positive Feedback - Positive feedback is information about what someone did well. There's a very simple approach you can use when giving positive feedback.
- Describe what the person actually did or said, and
- Why this statement or action was effective.
Make sure your "What and Why"
As an Online Think Tank operator so often people from around the world have different cultures, beliefs and political persuasions. The divide between capitalism and socialism in the political world equals the clash between Muslims and Christians in the religious world. Socialists often say Entrepreneurs only care about themselves as they steal profits from the Common Good. But you cannot steal profits; you have to earn them? Indeed that should be Economics 101 and thus what on Earth are they teaching people these days?Additionally when an entrepren
- It clears up misunderstandings.
- It is a way to acknowledge and recognize team members' skills and contributions.
As a result, effective feedback makes life at work a great deal easier and more rewarding.
So how do you give someone effective feedback? First, ensure your intention is to be helpful and supportive, rather than to "slam." Check to make sure the person wants and is ready to accept feedback, if you haven't been asked to provide it. Before providing your feedback, ask the person for their assessment of the situation.
But, how do you say it? What words do you use that will ensure the message is delivered properly? Be specific. Describe the actual behavior you observed, not personality traits. Avoid generalities, vague statements, and inferences. Use "I" statements: I saw..., I heard..., I felt... Describe the impact of the behavior on you: "I felt...when you..." Be sincere with your comments. Don't say that something was good when you don't really believe it.
It's important to give a balanced mix of both positive feedback and feedback for improvement. Try to end with a positive comment. Be sure that the feedback recipient has understood your comments. Encourage a response.
Another important point. Consider timeliness. Don't "store up" feedback of either kind and dump it on a person. Feedback is much more effective if provided close to the time the behavior actually occurred.
There are two types of feedback -- Positive feedback and feedback for improvement.
Positive Feedback - Positive feedback is information about what someone did well. There's a very simple approach you can use when giving positive feedback.
- Describe what the person actually did or said, and
- Why this statement or action was effective.
Make sure your "What and Why
When marketing your product or service with postcards, you need three competitive advantages to succeed. The postcard must get attention, it must be fast, and it must be cheap enough to fit in your marketing budget over the long term. Small businesses can t afford to pay for marketing that does not stand out or get noticed. If the postcard mailing is too expensive to mail more than a few times the power of the message will be lost on the potential customer. The faster a postcard gets in a customers hand the faster they can buy your product or service.
But, how do you say it? What words do you use that will ensure the message is delivered properly? Be specific. Describe the actual behavior you observed, not personality traits. Avoid generalities, vague statements, and inferences. Use "I" statements: I saw..., I heard..., I felt... Describe the impact of the behavior on you: "I felt...when you..." Be sincere with your comments. Don't say that something was good when you don't really believe it.
It's important to give a balanced mix of both positive feedback and feedback for improvement. Try to end with a positive comment. Be sure that the feedback recipient has understood your comments. Encourage a response.
Another important point. Consider timeliness. Don't "store up" feedback of either kind and dump it on a person. Feedback is much more effective if provided close to the time the behavior actually occurred.
There are two types of feedback -- Positive feedback and feedback for improvement.
Positive Feedback - Positive feedback is information about what someone did well. There's a very simple approach you can use when giving positive feedback.
- Describe what the person actually did or said, and
- Why this statement or action was effective.
Make sure your "What and Why
I was thinking about the statement:The Small Business Administration tells us that 80% of all small businesses will not make it more than 2 years, and by 5 years 90% will have gone out of business. If that is the case, then why does every business out there try to be like the others? Most copy everything right down to the way everyone else in the same industry lays out their office.The reasons I get from clientsThey don’t want to reinvent the wheel. They want to learn from those that have done it because it
It's important to give a balanced mix of both positive feedback and feedback for improvement. Try to end with a positive comment. Be sure that the feedback recipient has understood your comments. Encourage a response.
Another important point. Consider timeliness. Don't "store up" feedback of either kind and dump it on a person. Feedback is much more effective if provided close to the time the behavior actually occurred.
There are two types of feedback -- Positive feedback and feedback for improvement.
Positive Feedback - Positive feedback is information about what someone did well. There's a very simple approach you can use when giving positive feedback.
- Describe what the person actually did or said, and
- Why this statement or action was effective.
Make sure your "What and Why
It's been proven time and again that regular communication helps build strong relationships. It's also a fact that people do business with people that they know, like and trust. But over familiarity can cause readers to tune out. Occasionally, it's a good idea to shake things up. Vary your format from time to time. Get the readers involved. This simple strategy will not only revive your publications, it will get readers talking about it - which will bring in even more business. Below are some ideas to shake things up. One caution: You don't want to loose
There are two types of feedback -- Positive feedback and feedback for improvement.
Positive Feedback - Positive feedback is information about what someone did well. There's a very simple approach you can use when giving positive feedback.
- Describe what the person actually did or said, and
- Why this statement or action was effective.
Make sure your "What and Why" approach is based on specific, sincere information. For example: "Mary, when you presented the results of the team's customer satisfaction survey, your charts were very clear and easy to understand (what). They made it easy to identify which areas we need to work on to make our customers happier (why).."
Feedback for Improvement - Feedback for improvement is given about situations which did not go well, or which could have been better. In this case, it's important to tell the person specifically what could have been said or done differently, and why that would have been more effective.
The approach to giving feedback for improvement is:
- Describe what was said or done,
- Tell what would have been a better approach, and
- Why that would have been better
Make sure your "What, What and Why" approach is based on specific, sincere information. For example: "George, when you commented on Ted's report, I felt your remarks sounded sarcastic and not specific enough to be helpful (what). If you tell Ted exactly what additional information is necessary (what), he'll be able to incorporate the information you feel is needed when he revises the report (why).."
Receiving Feedback
There's also special skill required when receiving feedback. If you ask for feedback, be sure you are ready to receive it. Actively listen with your full attention. Ask for specific examples of what you did well and what could have been better. Ask questions to clarify, and paraphrase to check your understanding. Don't resist the feedback and avoid being defensive -- don't explain, rationalize or justify. Listen for the impact your behavior is having on the other person. Consider carefully whether, and how you want to change your behavior. Let others know immediately so they can support you. Ask for help and assistance, if
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