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Anyone here working in SSIR (Samsung Semiconductor India Research)??
Can you please share your experience??
I am about to join SSIR, but heard many things regarding work life balance??
But as per HR after pandemic they changed many policies is that true??
Is it worth joining SSIR in terms of learning and growth??
Samsung
Additional Posts in Consulting
When it's been a day so you order steak. 🥩🍷
Should have been a flag!🤬
Deloitte question. I have always gotten a raise each year, the only question I ask is how much of a raise do I get. But I’m hearing from former Deloitte folks, it is naive to expect annual raises each year however small/big they are? And how does this play in Deloitte consulting vs advisory? Do one tend to withhold annual raises in base salary over the other, or is this just a deloitte culture thing? Looking at exit opportunities all over. So lmk! I’d Rather get a small raise than none at all.
Should I have more vodka?
Book recommendations for new executives?
New to Fishbowl?
unlock all discussions on Fishbowl.
Pro
Frame it as a tool to help them improve and that you are making an investment in them. If you didn’t care about them… you might not bother with the constructive feedback.
Pro
Feedback is a gift. You have outside perspective that they will NEVER have (none of us can objectively see ourselves the way other people do). You are helping them!
One last tip, is you let them know they are about to get feedback. Helps them mentally prepare. Even just saying “Hey do you have some time for me to give you some feedback?” Let’s them know it’s coming.
Pick out a few specific examples ahead of time. Focus on the actions taken. Understand why they took them (as in ask), coach how it could’ve been different and why to do it a different way.
Now, if it’s something like a person didn’t do what they were supposed to do, I’d try to understand their process for how they do things and see if you can change that. For instance, maybe overwhelmed, maybe lazy.
Be interesting to hear what others say as well
Rising Star
I use positive inquiry to essentially leverage their strengths to improve their weaknesses.
Ex. Someone who is good at analysis may not be good at communication - so I'd complement the analysis and talk through their process then we'd walk through their last presentation and see what strengths we can use in their application of analysis in their improvement of presenting the analysis.
Kind
Direct
Respectful
Pro
Also- give feedback that is based on observable behavior.
Rising Star
Walk into the office with a megaphone and shout all the things they did wrong.
Make it very personal
Sandwich. Positive negative positive. Also make it a coaching moment rather than a “you did this wrong”
Rising Star
Ugh. This is misleading and everyone sees through it. Be honest. And call it what it is - criticism. People respond better to honesty than BS. No one is perfect, everyone makes mistakes and if we don’t let people know, in direct and honest terms, what went wrong and how to improve, then we’re not doing our jobs as managers. “Feedback” is a softball term for criticism and everyone knows it.
Pro
I often times feel feedback is too sugar coated and not explicit. There have been times when I didn’t even know I was getting feedback since it was so wishy washy.
I think it’s important to summarize and be direct on what went wrong and what development actions are needed