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Cheatsheet for Feedback

Cheatsheet:

  1. Only provide ratings and feedback for the timeslot under consideration.
  2. Keep it objective.
  3. Avoid being biased by the last interaction, whether it be good or lousy, do not let that affect the entire timeslot. Replay all the good, bad, and "could have been better" events and give a well-rounded feedback.
  4. Everyone is unequivocal about the rating system. An example of a rating system could be to rate between 1-5 and N/A as the default option:
    • 5: did exceptional.
    • 4: did their job.
    • 3 or below: improvement is required.
    • N/A: not enough interaction to warrant a rating.
  5.  Feedback:
    • Provide 360° feedback, everyone in the team should review each person they interacted with.
    • Have a set of questions prepared to collect feedback.
    • If the team prefers, keep it anonymous.
    • Don't skimp, even if you rated someone N/A, you could have valuable feedback for them.
    • Use the STAR/AR structure:
      • For positive feedback, call out the STituation, Action taken, and the amicable Result produced.
      • For critical feedback, call out the STituation, Action taken, the subpar Result produced, your suggestion of an alternate Action and what could be expected Result had it been done this way.

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