Download Free cards for the FAST feedback method here.
It’s probably every manager’s least favourite task and that is to provide feedback to address a serious behaviour or performance issue or deliver news that will be an unpleasant surprise to the recipient.
There are several different methods of providing an effective feedback but one of the most effective method is B.E.T & B.E.E.R method. Before providing any feedback, make sure every feedback follows the F.A.S.T feedback method, which is:
F = Frequent (Find out how often your teams/individual need feedback and offer feedback according to individual needs)
A = Accurate (Always double check the facts before offering feedback. Accurate and effective feedback helps build trust and if your feedback is not accurate it can demolish trust)
S = Specific (Be very specific with your feedback, good or bad. When telling your employees what they did wrong, also offer support that will help them improve in the future)
T = Timely (Offer feedback as close to the identified behaviour as this will have more impact on individuals or teams)
“Harvard Research Finds Employees Need a 6:1 Positive Feedback Ratio to Perform Their Best”
According to a Harvard study, the average employee ideally needs 6 positive pieces of feedback for every negative review received.
Now let’s have a look at the B.E.T method of providing effective positive feedback.
B = Behaviour (Identify the behaviour that is positive)
E = Effect (The effect it has on your company/peers/team/customers)
T = Thank You (Thank them for the positive behaviour)
Let’s have a look at the B.E.E.R method of providing effective feedback addressing serious behaviour or performance issue:
B = Behaviour (Identify the behaviour of an individual or a team that is not up to the acceptable standards)
E = Effect (Explain why the behaviour is unacceptable and how it effects the company/peers/teams/customers)
E = Expectation (Explain what you or the company culture expects the employee or the team to do or not to do to change)
R = Result (Identify what will be positive result if the change is practiced or what will be the consequences if the behaviour continues)
Tough issues do not have to mean tough feedback. The more you give feedback about uncomfortable issues, the less uncomfortable the feedback session becomes. Take a proactive approach not reactive and that will help build trust and loyalty in your employees/teams. Teams F.A.S.T feedback perform significantly better than the ones who don’t get F.A.S.T feedback.
Would love to see some examples of situations where you used B.E.T or B.E.E.R feedback method. Start the discussion in comments below.
Source:
https://medium.com/@Praiseworthy/harvard-research-finds-employees-need-a-6-1-positive-feedback-ratio-to-perform-their-best-8f14160a8fbd
https://hbr.org/2013/03/the-ideal-praise-to-criticism
http://www.greatleadershipbydan.com/2008/02/tough-feedback-tips.html