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Your Feedback Matters!
Introduction
What is feedback?
Creating awareness of the behaviour or action
Be constructive, not destructive
Allowing two-way dialogue so both persons have common understanding
What is The Pendleton Rule?
Gathering Information
Gather feedback from colleagues and co-workers regarding behavior or action
Observe the behaviour or action from the Individual
Decide on the objective or outcome of the feedback
Choose date, time and place to conduct the feedback
Giving Feedback Using the Objective, Subjective, Learning Point
Begin by talking about what was done well
State the behaviour or action observed of the Recipient
Explain how the behaviour is affecting colleagues and co-workers
Present the facts in an objective manner - check our tone and body language
Observe the body language and behaviour of the recipient
Hearing from the Recipient
Allow the recipient to talk - find out their perspective, challenges, issues
Actively listen and understand
Understand and empathize with the reasons for the behaviour or action
Be objective - avoid criticising or being judgemental
Taking Action Steps
Help receiver acknowledge behaviour or action
Discuss ideas and options that will help receiver reduce or remove the behaviour
Decide on any actionable steps and goals to help the Receiver
Set a future date to review performance
Encourage and support Receiver's commitment to change and improve
Concluding the Feedback
Summarize what was discussed
Set a future date to review performance
Acknowledge the Recipient's effort to want to change and improve
Continuously encourage and follow-up with the Recipient
Allow the recipient to talk - find out their perspective, challenges, issues
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