How Do I Address Diverse Staff Behaviors in Feedback Sessions? Seeking Real Examples

Thank you for your time.

I am wanting to gain some real feedback from persons with knowledge regarding the following. Can I receive examples of the types of issues I should raise with the following staff during a feedback session.

I am in charge of a workgroup which is quite diverse. Two super keen staff who will work long hours without being asked to, first in, last to leave, etc. Turn up if sick or outside work problems (presenteeism issues?). They take work home and do unpaid overtime when busy.

Several quiet achievers who go about their work without any fuss or prompting.

And Mr. XI, who makes plenty of noise, is great at telling everyone how busy he is, regularly criticises management behind my back as being useless and not knowing what is going on. I suspect he has performance problems, but when challenged always has an excuse.

Many Thanks :?

Hi there,

I read about your plight. I know it's shocking that such characters are quite common in the corporate world where efficiency counts. I would suggest you collect common feedback from all people around that Black Sheep and escalate it to the higher authorities. But first, learn some tactics for presenting it to them effectively. Otherwise, you will be spoiling your reputation. For example, say from an Organizational Perspective that people like him demotivate other team members.

However, I would suggest you ask him to undergo training on Team Building and then take extreme steps if necessary.

Regards, Lovita

Hi Tadajak,

Welcome to a 'normal' team. You are lucky that you have some super achievers and some 'no fuss' people. The issue is with Mr. X, who seems to have gotten under your skin.

Some ideas about feedback:

An important thing to consider while planning for a feedback session is:

What do you want to achieve from the feedback?

What do you want to achieve from giving feedback to the 'super keen' guys? Do you want them to continue as they are (or are you unhappy that they overwork.)

What about the quiet achievers - do you want them to continue or create a fuss?

And finally, what about Mr. X? Do you want to make the situation worse or better? (Stupid question!)

If you single out X for feedback, he will think you are vindictive and revolt. So the feedback should be for everyone, right?

Why am I emphasizing all this here? Because many managers dive straight into feedback sessions without planning what they want to achieve.

I'll end here and wait for you to tell me what you want and then give you more ideas.

Before I close, let me tell you a saying I heard, "Feedback is the breakfast of champions!"

To create champions, you need to give feedback.

Hope this helps.

Regards,

Amruth

Website: www.greatscope.com

Email: amruth@greatscope.com