This course provides an overview of all significant aspects and considerations of seeking development feedback for all employees.
This Trainee-centered course includes the following training methodologies:-
After completing the course, the employee will:-
| Apply and gain an in-depth knowledge on seeking development feedback | Understand the benefits of receiving feedback on both professional and personal levels |
| Be able to proactively and regularly seek and solicit feedback | Have practiced how to benefit from constructive criticism |
| Have practiced seeking and accepting constructive feedback on his/her understanding and compliance with HSSE standards | Be able to identify the right person (immediate superior, customers, colleagues/peers etc.) to ask for feedback, using formal and informal channels |
| Understand the protocols of requesting feedback by practicing to be as specific as possible, graceful and listen actively | Be able to use the feedback collected effectively to identify ones own development needs |
| Be able to use feedback to measure own progress against development needs objectively, throughout the performance year | Understand and have practiced how to deal with negative feedback |
| Receive fair and valid feedback as well as discuss the benefits of receiving feedback on both professional and personal levels | Apply constructive feedback and identify the benefits of personal development at work |
| Perform proactively and regularly seek and solicit feedback as well as recognize the 14 ways employers can seek feedback from staff proactively | Solicit feedback and identify the 7 smart ways to elicit honest feedback from peers |
| Apply 6 ways to seek feedback to improve your performance in the workplace | Choose an appropriate time and place for seeking feedback |
| Receive and give effective feedback as well as identify the 3 types of feedback and the role of feedback | Write a positive feedback, be prepared for negative feedback and recognize the 5 ways to take negative feedback at work and turn it into something positive |
| Discuss the 4 types of constrictive feedback including the benefit from constructive criticism and the 3 reasons why constructive criticism is important | Seek and accept constructive feedback on his/her understanding and compliance with HSSE standards |
| Respond to constructive feedback efficiently and recognize the right person (immediate superior, customer, colleagues/ peers etc.) to ask for feedback, using formal and informal channels | Differentiate formal communication and informal communication as well as apply the protocols of requesting feedback by practicing to be as specific as possible, graceful and listen actively |
| Define the star model of feedback and its system | Use the feedback collected effectively to identify one’s own development needs |
| Collect user feedback, review collected data analysis and listen when giving or receiving feedback | Use feedback to measure own progress against development needs objectively, throughout the performance year |
| Monitor the progress, apply the 10 smart rules for giving negative feedback and deal with negative feedback | Carryout 7 tips on how to manage your emotions and reaction when you're faced with criticism at work |
| Apply the 7 ways to handle criticism including the right way to respond to negative feedback and the 5 ways not to handle negative feedback | |
As human beings, we’ve naturally curious and desire to have our questions answered. But there’s one area of questioning that overwhelms most of us with anxiety: asking for feedback. It’s not an easy or natural task, asking for someone’s opinion or evaluation of you and your work, but it’s an essential part of career development. We can’t promise that it will be painless, but with the proper preparation and the right questions, asking for feedback can be a smooth process |
Feedback is an essential part of the dialogue between managers and their direct reports. Feedback not only reinforces positive behaviors and encourages development; it can also prevent performance problems or catch them sooner rather than later. Most managers and supervisors know they should give feedback. Yet, many aren’t exactly sure how to begin conversations -especially if they’ve been putting them off for some time. |
This workshop focuses on feedback skills and the importance of establishing a regular dialogue with employees. This program explores the ins and outs of employee feedback: how to prepare for it, how to give it, and how to use it as a tool for increasing employee engagement |
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