Skip to main content

Feedback, Speedback, Feedforward and Goodback!


Karen May, vice president for people development at Google, has invented a method she calls “speedback.” It works like this: partway through a training session she will tell everyone to pair off and sit knee to knee, and give them three minutes to answer one simple question: “What advice would you give me based on the experience you’ve had with me here?” Participants say that it’s some of the best feedback they’ve ever gotten.

Compressing space works well too. Since I wrote about the effectiveness of Brazli’s futbol de salao (football in the room) for teaching soccer skills, I’ve come across numerous examples of coaches shrinking space to increase reps and improve feedback, from hockey to swimming to baseball to factory assembly lines.

WSJ article,  " Yes, Everyone Really Does Hate Performance Reviews "by Samuel A Culbert says that "No one wants to give true feedback, no one wants to listen to the true feedback and normally the whole environment built around the feedback session is depressive!".
Not just me but many of you would agree with what Samuel says.
Feedback shall be need-based and at the time of need and not as per calendar or unsolicited.

Feedback to me is a passive but excellent mechanism to hear back on how I am performing, behaving, appearing, getting accepted, acknowledged or abhorred and hated? What shall I do to get better and improve on where I am loosing sheen and notice!

Other than feedback, which shall be a mixed-bag session, ending with positivity, hope, inspiration and better relationship between giver and receiver of the feedback.

Largely, other than feedback sessions, there shall be positive inducement sessions, I call Goodbacks! Appreciate every time you see good performance, good effort, good citizen behaviour, good follow of corporate core values and ethics!

Keep spotting "Goodback moments". Goodbacks are great energisers. Use them to charge up!

Comments

Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework
A new way of understanding reward
Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions.



The issue
Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] .
The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with non-financial rewards …

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives!
Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking!

If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular!
A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through innovat…