{"id":4497,"date":"2020-02-05T11:46:46","date_gmt":"2020-02-05T11:46:46","guid":{"rendered":"https:\/\/www.stl-training.co.uk\/b\/?p=4497"},"modified":"2023-12-31T01:37:46","modified_gmt":"2023-12-31T01:37:46","slug":"introduction-to-management-giving-feedback","status":"publish","type":"post","link":"https:\/\/www.stl-training.co.uk\/b\/introduction-to-management-giving-feedback\/","title":{"rendered":"Introduction to Management – Giving Feedback"},"content":{"rendered":"
But What Do I Actually Say?<\/strong><\/h5>\n
Giving Effective Feedback<\/strong><\/h5>\n
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management training course london<\/a><\/figcaption><\/figure>\n

At work, people are supposed to be busy \u2013 setting some effective goals should help to ensure that! So, your staff members are getting on with their jobs \u2013 do you think they would like to know how they are getting on? How about providing some feedback<\/a>? New managers<\/a> often struggle here \u2013 it\u2019s tricky to give the feedback, whilst keeping emotions out. The EECCC model<\/strong> (often referred to as E squared C cubed) will help:<\/p>\n

E is for Example<\/strong><\/h5>\n

If you\u2019re looking to say the right words in the right way, then start by giving them a specific<\/strong>, factual, evidence-based example<\/strong> of the behaviour under discussion. Remember to separate fact<\/strong> from opinion<\/strong> \u2013 talk to them about what they have said or done, not what you think of them because of it! You should be saying \u2018I\u2019d like to discuss your timekeeping, as I noticed you came in 10 minutes late this morning\u2019, as opposed to \u2018your timekeeping is atrocious\u2019, which is not just an opinion, but also provocative and insulting!<\/p>\n

E is for Effect<\/strong><\/h5>\n

Having delivered the example of the behaviour, you may encounter \u2018so what\u2019 syndrome<\/strong> \u2013 ok, so I was 10 minutes late? Who died? If it means that much to you, I\u2019ll stay an extra 10 minutes tonight. It\u2019s not a big deal! It\u2019s great that they\u2019re offering to make up the time, but their behaviour is a concern because you can see the effect<\/strong> it\u2019s having on the team and it needs to stop. Explain this to the employee \u2013 because they were late, we nearly missed a deadline. You needed some vital information from them, and they weren\u2019t there. Other team members had to cover for them and they weren\u2019t happy. In addition, other team members have begun to copy their behaviour. This really needs to stop!<\/p>\n

C is for Check<\/strong><\/h5>\n

The above techniques should help you to gain agreement that they need to get their behaviour back on track, but it\u2019s always good to check<\/strong> that they\u2019re ok with the feedback: \u2018So, can you see why I felt the need to discuss this with you?\u2019 They may indulge in a spot of deflection<\/strong> strategy<\/strong> \u2013 \u2018Ok, so I was late, but other team members do it too! What are you going to do about that?\u2019 Reassure them that the other staff will be spoken to , but this conversation is about them, so let\u2019s get back on track!<\/p>\n

C is for Change or Correct<\/strong><\/h5>\n

Now we have agreement, ask them what they will do to change<\/strong> or correct<\/strong> the behaviour: \u2018I need to know that as of tomorrow morning, you will be at work on time. What will you do to make sure that happens?\u2019 It\u2019s important to get their input here, as they are more likely to buy into their own ideas. If they are really stuck, you could offer some suggestions.<\/p>\n

C is for Consequences<\/strong><\/h5>\n

You can reinforce your message by reminding them that, if the behaviour does not improve, there may well be consequences<\/strong>: \u2018I really need to see improvement here, because if not, I may have to consult HR regarding disciplinary measures. You need to be aware of that.\u2019<\/p>\n

 <\/p>\n

Conclusion<\/strong><\/h5>\n

When discussing key principles of giving feedback<\/a>, people often ask \u2018that\u2019s great, but what do I actually say?\u2019 The EECCC model<\/strong> provides a framework for sentence construction. Give a specific, factual example<\/strong> of the behaviour and the effect<\/strong> you can see that it\u2019s having on the team. Check<\/strong> with them for understanding and agreement, and ask what they will do to change <\/strong>or correct<\/strong> the behaviour. If necessary, remind them of the potential consequences<\/strong> of not correcting it. Now, go and give some feedback<\/a>!<\/p>\n","protected":false},"excerpt":{"rendered":"

But What Do I Actually Say? Giving Effective Feedback At work, people are supposed to be busy \u2013 setting some effective goals should help to ensure that! So, your staff members are getting on with their jobs \u2013 do you think they would like to know how they are getting on? How about providing some […]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[634],"tags":[],"class_list":["post-4497","post","type-post","status-publish","format-standard","hentry","category-management-training"],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/4497","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/comments?post=4497"}],"version-history":[{"count":3,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/4497\/revisions"}],"predecessor-version":[{"id":5070,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/4497\/revisions\/5070"}],"wp:attachment":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/media?parent=4497"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/categories?post=4497"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/tags?post=4497"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}