Performance Review Templates Page 24
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35You can use the following reference tool when either giving to or getting feedback as part of a performance review, or
informally, as the need arises, during work projects and activities.
GETTING FEEDBACK
Step 1. WHAT: Feedback is only meaningful if it’s specific. Decide on what you want feedback
(e.g., technical, managerial, or interpersonal skills).
Checkpoints - Can you…
4
Pick a time when the skill or trait was used?
4
Isolate the specific behaviors?
4
Elaborate on what you mean?
Step 2. WHO: Who will tell the truth? Based on WHAT you want feedback, decide whom to ask
(e.g., supervisors, peers, employees, family/friends, coworkers, internal customers).
Checkpoints - Do they meet your selection criteria? Are they…
4
Objective? Are they honest and unbiased?
4
Articulate? Are they able to clarify and expand?
4
Appropriate? Have they seen me in action?
4
Respected? Does their view count?
Step 3. WHERE: Feedback is a private matter. Based on your WHAT and WHO, pick the right
place (e.g., a closed office, off-site lunch, taking a walk, conference room, resource center, driving to
work, or location where the person has spent significant time or effort).
Checkpoints – Which location is suitable? Is it…
4
Quiet?
4
Free of interruptions?
4
A neutral area?
4
Comfortable?
4
Private?
Step 4. WHEN: Feedback is best when it is fresh. Based on your WHAT, WHO, and WHERE,
seize the right moment (e.g., just finished a project, having trouble with a task, starting a new
assignment, recently taken off a project, just before a performance review, or making a career
decision).
Checkpoints - Open the conversation when…
4
The other person is willing.
4
Objectives are clear.
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Stress is low.
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