As discussed in my article on 4 Top Tips to giving good feedback, giving and receiving feedback can be difficult. The opportunity to learn and develop as either the person giving or receiving feedback is great, however it is easy to get it very wrong and impact on not only the morale of the individual but also the relationship you have with them.

Using a feedback model can be useful in several situations:

  • For those new to giving feedback
  • When individuals like to have a process to follow
  • When the feedback being given is of a sensitive nature

Here are some example feedback models, head over to my website to download a FREE copy of one of these models to use in your organisation.

BEER

B = Behaviour You Observed

Discuss the behaviour you have observed in the individual

E = Explore options for improvement

Discus what options there are for improvement or ways to continue with the good performance

E = Engage the employee in the situation

Get the employee to come up with the next steps – what can we do to ensure this doesn’t happen again? How can we replicate this behaviour across the business?

R = Refocus behaviour

Support the individual to refocus their behaviour either to change or continue to achieve the results they have been achieving through their behaviour.

EEC

E = Example

Ensure you give the employee an example of the behaviour or performance the feedback is about

E = Effect

Discuss the impact of the behaviour on their own role, their colleagues or the business as a whole

C = Change/Continue

Support the individual to either change their behaviour or continue as they were, what can you do to help?

SBI

S = Situation

Describe the situation that the feedback is about

B = Behaviour

Outline the behaviour that has been observed and you would like to discuss

I = Impact

Ensure the individual understands the impact of their behaviour on themselves and others.

All 3 feedback models support the individual giving the feedback to structure the discussion and cover all aspects required to her the employee receiving the feedback to understand the impact of their behaviour.

For the individual receiving the feedback having a structure and at times writing down the feedback allows them to revisit the feedback at a later time. When feedback is being given emotions can be heightened and people can become defensive. By allowing the individual to take away the feedback in black and white, and with specific examples referred to, they can review it at a later date.

That is not to say that feedback should be formal and structured at all times, you can find my 4 Tips to giving good feedback article to help support how, when and where to give good feedback.

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