I found an interesting article from the Huffington Post that discusses how employees feel about receiving a "good job" comment after a job well done. It seems that for the most part, that's not a compliment that really makes employees feel appreciated for the work that they do and their performance professionally. It comes off as a bit insincere, and employers should be sure to make sure that their employees feel good about going above and beyond. The article offered suggestions on how to overcome this challenge as an employer and explains how the SBI method can be used.
"Guidelines for Delivering More Effective Feedback
These four essential guidelines will help you deliver impactful feedback:
These four essential guidelines will help you deliver impactful feedback:
1. Make it timely. Provide feedback as soon as possible after the behavior has occurred. When you delay, you run the risk that the feedback you do provide will lose its impact and meaning.
2. Be specific. Provide clear, accurate information. Be direct about the situation, the behavior and the actions, and how the behavior impacted others or the organization. This type of feedback shows the person what behaviors should be repeated. In cases where expectations went unmet, specific feedback will help show the person what should be changed (and why).
3. Focus on the facts.One of the most challenging aspects of providing feedback is to withhold your own personal judgments and interpretations. Feedback should be all about the observable behavior, actions, and interactions - not about the person.
4. Show that you’re sincere. Feedback that sounds insincere will most likely not have any meaning or impact for the recipient. Worse, insincere feedback typically backfires. State feedback with conviction and honesty - say what you mean and mean what you say.
Using the SBI Framework to Provide Effective Feedback
SBI is an acronym for situation, behavior, and impact - it’s a model used to deliver feedback effectively that was originally developed by the Center for Creative Leadership:
SBI is an acronym for situation, behavior, and impact - it’s a model used to deliver feedback effectively that was originally developed by the Center for Creative Leadership:
1. Describe the situation where the behavior was observed.
2. Describe the behavior- the specific and factual actions or interactions that were observed by you or others.
3. Describe the impact - the effect the behavior had on others such as clients or team members, and/or the results."
2. Describe the behavior- the specific and factual actions or interactions that were observed by you or others.
3. Describe the impact - the effect the behavior had on others such as clients or team members, and/or the results."
Good tips. You might like The One Minute Manager. The advice is along these lines. As John Fernandez of MEEI said, management is pretty simple, it's just not easy.
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