STEP 2. ASSESSING YOUR FEEDBACK INTERACTION

Please read each of the following 12 questions and record your answer in the box provided.

Did you give this feedback at a time you knew would be particularly convenient for the person?

a.  Yes.

b.  No, I didn’t think of that.

c.  I gave the feedback at the time convenient for me.

Did you give this feedback in a form you knew would be particularly effective with this person? (Examples: written form, verbal form, voice-mail, e-mail.)

a.  Yes.

b.  No, I didn’t think of that.

c.  I gave the feedback in the form most convenient for me.

Before giving the feedback, did you stop and take a moment to reflect on the performance in question and exactly what you wanted to say?

a.  Yes.

b.  For a moment, but probably not long enough.

c.  I didn’t need to stop and reflect.

Before giving the feedback, did you reflect on what you were assuming about the performance situation, and then question those assumptions?

a.  Yes.

b.  No, but I probably should have.

c.  I didn’t need to question my assumptions.

Before giving the feedback, did you check your facts?

a.  Yes.

b.  There was no clear way to check the facts.

c.  I didn’t need to check the facts.

Before giving the feedback, did you take a moment to rehearse?

a.  Yes.

b.  A little bit, but probably not enough.

c.  I didn’t need to rehearse.

How soon after the performance in question did you give the feedback?

a.  Immediately.

b.  Within 48 hours.

c.  More than 48 hours.

When giving the feedback, did you explain exactly what the person did right, and exactly what the person did wrong (or what could be improved)?

a.  Yes.

b.  Not as much as I should have.

c.  No, that wasn’t the point of the feedback.

When giving this feedback, did you focus on the details of the performance in question?

a.  Yes.

b.  Not as much as I should have.

c.  No, that wasn’t the point of the feedback.

When giving feedback, did you define any concrete action steps—goals, deadlines, parameters?

a.  Yes.

b.  Not as much as I should have.

c.  No, that wasn’t the point of the feedback.

Did the person undertake any specific concrete actions as a result of your feedback?

a.  Yes.

b.  I don’t know.

c.  No.

When do you plan to communicate again with this person about the tasks, responsibilities, or project-related subjects that were the focus of this feedback?

a.  At previously determined checkpoints during the employee’s performance.

b.  The next time there is a problem that needs my attention.

c.  At the person’s next formal review.