2. Appreciation being shown for the
work you have done - No.1 driver of
engagement
(Boston
Consul+ng
Group)
60%
of
people
want
to
hear
from
their
manager
daily
(Robert
Half
Interna+onal
&
Yahoo
Hotjobs
Survey)
66%
of
people
want
more
recogni+on
at
work
(Cornerstone
OnDemand
study)
75%
of
people
hate
tradi+onal
performance
reviews
(Bersin
Associate
Research)
3. The Geek People Approach to
supercleverfeedback
Detail the purpose for giving them feedback, the specific situation you
would like to give feedback about, followed by describing the
observable behaviour you noticed.
Situa,on
Explain from your perspective the significance of this behaviour, the
impact it had on the situation and wider environment.
Coach your colleague to breakdown the actions they will take to
change their behaviour (improvement) or to capitalise on their
strength (positive).
Impact
Ac,on
4. Mindset
In
any
feedback
situa+on,
we
need
to
consider
our
own
and
our
colleague's
mindset.
Strengths
Feedback
any
strengths
they
have
used
(reinforce)
or
that
can
help
them
improve
(to
change)
Insigh;ul
Ques,ons
These
improve
awareness
for
both
par+es,
help
to
coach
&
stretch
thinking
Listening
Our
role
is
to
share
feedback
and
to
listen
to
our
colleague.
How does supercleverfeedback work?
5. Contact
us:
hello@thegeekpeople.com
for
the
niNy
griNy
of
supercleverfeedback
–
we
are
world
leading
experts
in
cuQng
edge
performance
management
approaches.
www.thegeekpeople.com
