Giving good feedback lets employees know how they are doing in terms of their work-related performance and behaviours. It is one of the most valuable skills a manager has to motivate employees and improve performance.
Our Giving Useful Feedback Take 5 short course helps managers understand the benefits of good feedback and how to deliver it to effectively manage the performance of their teams. In the course, managers learn how to apply principles to help give useful feedback, whether it’s positive or corrective, and move the conversation to future improvements.
This course contains questions throughout and provides appropriate feedback on learners’ answers. Once it is completed, users will be eligible for a certificate.
| Number of Learners | Cost (per year) | |
|---|---|---|
| 1 - 10 | ||
| 11 - 20 | ||
| 21 - 50 | ||
| 51 - 100 | ||
| 101 - 150 | ||
| 150+ | ||
| Number of Learners | Cost (per year) | |
|---|---|---|
| 50 - 100 | ||
| 101 - 200 | ||
| 201 - 300 | ||
| 301 - 400 | ||
| 401 - 500 | ||
| 501 - 750 | ||
| 751 - 1000 | ||
| 1001 - 2500 | ||
| 2501 - 5000 | ||
| 5000 - 10,000 | ||
| 10,000 + | ||
Included Features
Giving feedback effectively is one of the most positive actions a manager can take for their team. It gives employees a realistic perception of their own performance and what is expected of them. It is also vital for helping them develop the skills and confidence they need to improve in their job role.
Companies benefit from training all managers, and aspiring managers, to give good feedback. It has a positive effect on employee relations and is a useful skill for everyone who supervises people.
Performance management is the process of creating a supportive culture in which individuals and teams are empowered to perform to the best of their abilities. Performance management also involves reviewing employee performance with the view to offering feedback and continued support so that employees can develop their skills, work productively and contribute to the overall success of the organisation.
Line managers can assess employee performance in two ways – informally or more formally (such as annual reviews). Informal performance assessment is often viewed as ongoing feedback and can be done in an informal setting through a conversation at work or over coffee. Frequent informal feedback to employees can help provide ongoing constructive feedback and prevent surprises when a more formal evaluation is conducted.
Feedback is constructive if it is positive, taimely, specific and has clear actions that result from it. Constructive feedback should leave the person receiving it with a clear idea of how to improve and the steps to take to get there. Managers should aim for constructive feedback at all times and avoid vague, overly critical or subjective feedback if possible.
If you have any feedback about our products please contact us at [email protected]
