Background

In addition to not being listened to, another typical grievance of idea generators is when their manager does not give them fair and acceptable feedback. But the circumstances and style of feedback can also be telling. If a manager responds indifferently at the wrong time to a development idea that is not exactly brilliant at first glance, the idea generator will shy away and may not be quick to resubmit their proposal. In such cases, a proposal that could have a fundamental impact on the future of the company may be lost, not to mention the employee's declining motivation, commitment and loyalty to the company. Probably everyone has been in a situation where their enthusiastically presented proposal has been booed. This is not a pleasant experience for anyone! What's more, the originator of the idea may suffer even greater stress or hurt if, for example, they are ridiculed along with their proposal, because in this case it is not only their proposal that is under attack, but also them personnally. They interpret this to mean that not only is their idea stupid, but they themselves are stupid too. This may just be a result of mood or internal turmoil, but it can cause such deep wounds to introverted developers, who are typically reluctant to speak up, that they will not come up with any new suggestions for a long time, even if the performance evaluation system requires them to formulate "x" number of suggestions in "y" months. That is why how we give feedback matters a lot!

 

Goal(s)

In addition to presenting the method of giving feedback, the training workshop focuses on practising the practical application of feedback. First, the process and rules of feedback are presented, followed by participants practising receiving feedback and giving positive feedback. A short section should be devoted to highlighting the differences between corrective feedback and criticism, and finally, the process and content of effective one-on-one management feedback should be practised.

 

Target group(s)

Managers, middle and senior managers from different departments of the company who are occasionally or regularly approached with development suggestions by their subordinates or the company's suppliers and customers.

 

Brief description of the method

Feedback refers to a system control method in which the results obtained from a task or activity are fed back into the system in order to monitor and optimise its behaviour. In everyday language, feedback means response, reaction, criticism, evaluation, assessment, but in many cases, we simply consider it a reply, reaction or answer.