Feedback
The key to giving or receiving feedback is an open door to communication. Second to that is the approcah used by the giver when delivering the feedback. Ultimately a consideration for the feelings of the receiver. Ocassionaly, managers forget to take into account the human side of their subordinates.
In business what I have found to work best is schedule regular one on one meetings with my team. This way they feel we have an established time each month to discuss things where the timing is good.
I feel for you Christopher. I am a new program director and I will be giving my performance reviews for the first time as well. I feel like I have done a pretty good job at making sure that everything that I am addressing does not come as a surprise for my staff. I have addressed most of the concerns with my staff before it shows up on their annual review.
I think that if your employee gets defensive during the evaluation, then you take the opportunity to give that feedback at a time that the employee will be able to hear your feedback. The employee will need that feedback and needs to have the emotional intelligence to respond in a professional way to feedback that will help them improve their performance. Good luck.
I agree with you Luis! Communication should be looked at as a two-way street. I will be talking with my faculty about their performance next week, as I am a program director. This will be my first time doing faculty evaluations. While I'm confident I will do weel, I have to remember that I need to focus on the act, rather than the behavior. One concern that I have is that one particular faculty member may get very defensive. As a result, I am concerned that they might quit. I will try to approach the evaluation in a positive manner and encourage my faculty member to continually focus on student outcomes. I will likey impress upon this faculty member that tips and techniques they have learned in our in-services will engage students more effectively.
