lima LANGKAH UNTUK MEMBERIKAN UMPAN BALIK YANG PRODUKTIF kepemimpinan dan kerjasama tim

KEPEMIMPINAN DAN KERJASAMA TIM

(KDKT)

Disusun Oleh :

Anyta Mega Syntia (2311108)

Desi Desti Yani (2311121)

Firdania Slamet (1311035)

Ipah Nursypaeni (2311170)

Indri Prihatin(1311075)

Kelas :

4SI 1 & 2

STMIK LPKIA BANDUNG

2014

FIVE STEPS FOR GIVING PRODUCTIVE FEEDBACK

         

“It can be a delicate process, but assessing a person’s progress can lead to improvement and growth.”

            Giving feedback to your colleagues and employees provides them with an observer's insight into how their performance is progressing, as well as advice to solve any problems. But, for a number of people, hearing the six words, "Can I give you some feedback?" generates fear and anxiety. The words go through a translator in our brain and are heard as, "Can I completely tear you down?" It can be perceived that the person giving the feedback is somehow superior to the person receiving it, putting the receiver on the defense.

While giving and receiving feedback can be a delicate process, there's no doubting its value in helping to identify issues and solve them. Business owners should manage feedback in a positive way so that it can do what it's intended to do: Help improve and grow your business.

Here are five tips that can get you on track to giving productive feedback :

1.      Create safety

Believe it or not, people who receive feedback apply it only about 30% of the time, according to Columbia University neuroscientist Kevin Ochsner, who cited that research at the Neuro Leadership Summit in Boston. If the person receiving the feedback doesn't feel comfortable, this can cause the feedback to ultimately be unproductive.

If you don't have the kind of buddy relationship with a colleague or employee that allows you to say virtually anything to each other, then I suggest you add civility and safety into your feedback approach. Don't be mean-spirited. Your feedback usually won't be productive if it's focused on making the other person feel bad or make them look foolish in front of peers.

            Related: Candid Talk About Performance Evaluations

Instead, create opportunities to build confidence and skills. This is especially effective when people are expecting to be graded. Confined situations in which people know they are being evaluated are good for giving feedback while learning skills.

2.      Be Positive

Give at least as much positive feedback as you do negative. Positive feedback stimulates the reward centers in the brain, leaving the recipient open to taking new direction. Meanwhile, negative feedback indicates that an adjustment needs to be made and the threat response turns on and defensiveness sets in. You don't need to avoid negative, or corrective, feedback altogether. Just make sure you follow it up with a suggested solution or outcome.

3.      Be Specific

People generally respond better to specific, positive direction. Avoid saying things like, "You need to be more talkative in meetings." It's too ambiguous and can be interpreted in a lot of personal ways. Say something specific and positive pointed at the task you want accomplished, such as, "You're smart. I want to hear at least one opinion from you in every meeting we're in together going forward."

Related: When to Set Sales Performance Reviews

4.      Be Immediate

The adult brain learns best by being caught in action. If you wait three months to tell someone that his or her performance is average, he or she usually can't grasp the changes needed in order to change direction. It's far too ambiguous and relies on memory, which can be faulty. Productive feedback requires giving it frequently. That way, performance reviews are just another collegial discussion.

5.      Be Tough, Not Mean

When someone drops the ball at work and you have to give him or her feedback, start by asking his or her perspective on the situation. Resist saying how stupid his or her actions were, even if they were.

Related: How to Discipline and Fire Employees

Next, give the objective, specific, forward-moving type of feedback I outlined earlier. Ask if he or she understands everything you expect. Inform the person that he or she is being graded and that you're there to help him or her succeed. As the saying goes: "People have a habit of becoming what you encourage them to be, not what you nag them to be."

Intisari :

5 (LIMA) LANGKAH UNTUK MEMBERIKAN UMPAN BALIK YANG PRODUKTIF

“Ini dapat menjadi proses yang rumit, tetapi menilai kemajuan seseorang dapat mengarah pada peningkatan dan pertumbuhan.”

Memberikan umpan balik kepada rekan-rekan Anda dan karyawan memberi mereka dengan sebuah pemahaman mengamati tentang bagaimana kinerja mereka ini berjalan, serta saran untuk mengatasi setiap masalah Sementara memberi dan menerima umpan balik dapat menjadi proses yang rumit, tidak ada yang meragukan nilainya dalam membantu mengidentifikasi masalah dan menyelesaikannya. 

Berikut adalah lima tips yang dapat membantu Anda dalam jalur untuk memberikan umpan balik yang produktif:

1.      Buat Aman

Percaya atau tidak, orang-orang yang menerima umpan balik menerapkannya hanya sekitar 30% dari waktu, menurut Kevin Ochsner ahli syaraf di Columbia University, pada penelitian di The Neuro Leadership Summit di Boston. Jika orang yang menerima umpan balik tidak merasa nyaman, hal ini dapat menyebabkan umpan balik untuk akhirnya menjadi tidak produktif.

2.      Bersikap Positif

Berikan setidaknya banyak umpan balik yang positif setelah Anda melakukan yang negatif. Umpan balik positif merangsang pusat reward di otak, meninggalkan penerima terbuka untuk mengambil arah baru. Sementara itu, umpan balik negatif menunjukkan bahwa penyesuaian perlu dibuat dan tanggapan ancaman yang berubah dan menetapkan pada pembelaan diri.

Anda tidak perlu menghindari tanggapan negatif atau korektif sama sekali. Pastikan Anda mengikutinya dengan hasil solusi yang disarankan.

3.      Harus Spesifik

Orang biasanya merespon lebih baik terhadap hal tertentu, ke arah yang positif. Hindari mengatakan hal-hal seperti, "Kamu harus lebih banyak bicara dalam rapat." Ini terlalu ambigu dan dapat diinterpretasikan dalam banyak cara pribadi.

Katakanlah sesuatu yang spesifik dan positif menunjuk pada tugas yang ingin dicapai, seperti, "Kau pintar. Aku ingin mendengar setidaknya satu pendapat dari Anda dalam setiap pertemuan kita bersama-sama ke depan."

4.      Bersikap Segera

Pada otak orang dewasa belajar terbaik dengan yang ditangkap dalam tindakan. Jika Anda menunggu tiga bulan untuk memberitahu seseorang bahwa kinerja nya rata-rata, ia biasanya tidak dapat memahami perubahan yang diperlukan dalam rangka untuk mengubah arah. Ini terlalu ambigu dan bergantung pada ingatan, yang dapat menjadi kesalahan. Umpan balik produktif mengharuskan sering memberikan. Dengan begitu, tinjauan kinerja hanyalah pembahasan kolegial.

5.      Menjadi Tangguh, Bukan Berarti

Ketika seseorang menjatuhkan bola dalam pekerjaan dan Anda harus memberinya atau umpan balik, mulai dengan bertanya pada situasi dan sudut pandangnya. Meskipun mereka, menolak mengatakan betapa bodohnya perbuatannya itu.

Sumber artikel :

http://www.entrepreneur.com/article/219437