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Backing into a camping site with a travel trailer is a daunting task. One of the main reasons for divorce amongst campers! Also a frequent meme-subject. T-Shirts with a “Sorry for what I said during parking the RV “ are bestsellers.
I had my hard time there too. We had to discuss it as a couple a few times, highlighting that if I do not see her in the mirror then the most accurate hand-signal is useless. Keeping calm while you worry about damaging your trailer or a utility at a campsite is difficult. Especially as your ego can be bruised too, so it makes an emotionally heated situation.
Giving feedback as a leader is equally challenging. You might not agree with your team member on her performance which is often overrated by those being assessed. GIving negative feedback is not helping either, see earlier posts about motivation.
When giving feedback to employees in a hybrid work environment, these are the top five factors to keep in mind:
Context: Before giving feedback, make sure you have a clear understanding of the context surrounding the employee's performance. Consider the nature of the task, the employee's job responsibilities, and any external factors that may have influenced their performance.
Clarity: Be clear and specific when giving feedback. Avoid generalizations and provide concrete examples to help the employee understand what they did well and what they can improve.
Timing: Timing is crucial when giving feedback. Try to provide feedback as soon as possible after the performance, so the employee can remember the details and take corrective action.
Delivery: The way you deliver feedback is just as important as the content of the feedback itself. Be respectful, empathetic, and supportive, and avoid being overly critical or negative.
Follow-up: Follow up with the employee to see if they have made any progress based on the feedback you provided. This shows that you are invested in their success and helps them stay accountable for their performance.
To make sure the feedback is most effective:
DO NOT use the "sandwich" technique, it is outdated and can be frustrating. Build trust at other occasions and use regular feedback opportunities elsewhere too!
DO USE active listening: When giving feedback, actively listen to the employee's response and encourage them to ask questions or provide feedback of their own. This helps to build trust and fosters open communication.
PROVIDE actionable feedback: Give specific and actionable feedback that the employee can use to improve their performance. Avoid generalizations or vague criticism that is difficult to act on. Agree follow-up actions and deadlines to make it happen!
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