30 minutes
Work L P
To prepare an individual to provide performance feedback to an employee in a way that most effectively matches the employee’s and evaluator’s values
• Values-Based Performance Feedback Form
1. Complete the “Values-Based Performance Feedback” form.
2. In the column labeled “Employee Preference,” place the letter (a) or (b) to indicate which of the two values in the “Values Continuum” column you believe the employee holds most strongly.
3. In the column labeled “Manager Preference,” place the letter (a) or (b) to indicate which of the two values in the “Values Continuum” column you hold most strongly.
4. If the two columns match, no modification in preparation or presentation of feedback is likely to be required. If there are differences among some of the values pairs, however, you should consider how to present your feedback to best match the employee’s value, thus increasing the successful understanding of the feedback. For example, if you value task and the employee values relationship, you will be most effective if you take time to establish or reestablish relationship with the employee before providing feedback. If, on the other hand, you value relationship and the employee values task, you will be most effective if you move directly into the feedback without taking time to chat.
If the organizational environment, or the employee, values two-way feedback, you may also want to ask the employee to complete this same form prior to delivering your feedback. This allows you to check your perception of the employee’s values and may even offer an opportunity to discuss how value similarities/differences are affecting the manager/employee relationship.
Adapted from “Using Values-Based Performance Feedback to Motivate Employees” by Donna M. Stringer and Steve Guy in Employment Relations Today.
Adapted from “Using Values-Based Performance Feedback to Motivate Employees” by Donna M. Stringer and Steve Guy in Employment Relations Today.