Constructive feedback enhances performance and

Constructive feedback enhances performance and assists with professional
growth. As employees want to perform at their best and basically want to
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progress. By providing them with constructive feedback we will be assisting
them in their progression and also show them and organisation look after
their employee development.
4. What are effective ingredients of feedback?
Frequency: Frequent feedback is very important to helping the team. If a
person waits for 6 months or a year for performance evaluation, it’s already
too late. So timely feedback should be given at regular intervals to help team
members develop.
Be specific and factual: While giving feedback leaders should be too general.
Also, when describe anything relate that by giving an example.
Other ingredients are stay mission-focused, encourage people into growth and
time management.
5. What do you do with the feedback results?
Firstly, I will interpret the result, as I should know where is my organisation stand
before I start making changes that move the needle on engagement. There are a
lot of ways to examine survey or feedback data, but analyse these data gives me a
sense of our strengths and area of opportunity such as the area where we stand to
grow most will be lowest scoring questions, multiple time in every year of survey
data, identify areas where progression or engagement has dipped and need to
consider why it has declined.
After chosen the area where we need to focus, we will discuss questions in more
depth like we will discuss why team performance is lacking on this question. After
discussed areas of improvement, we will start brainstorming to step forward. After
having manager and team members opinions, we will decide our next step that
will lead to long term improvement.
After that I will implement the decision, which is an overwhelming task, if the
long-term objective involve major changes. I will break up all larger initiatives into
smaller tasks for multiple individuals to make the process more manageable.
Then, I will check and evaluate the results of team’s initial goals, if the new
adjustments and strategies do not seem to be working, we will discuss alternative
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actions.
6. Develop a coaching plan based on the feedback of an underperforming
employee who needs training.
Coaching Plan
Name: ______Sandra__________________________
Manager: _______Steve Johnson___________________________
Required Training _____Time management______________________
Date of meeting: ________17/12/2019_____________________
Areas where excellence in performance has been demonstrated
Sandra is very bad in time management. She spends too long on projects.
Her computer skills are not so good, so she took a lot of time for
making any reports or documentation, because her speed on tying is very
slow. She do not respond to the email on time. She has poor punctuality, she
always late for completing her tasks and come late for an appointment. This
may be because of her accepting too many tasks. Because of lack of energy,
she constantly falls behind in tasks, so she needs to work extra hard to catch up.