Log inGuide for executives: Successful feedback in three steps
Berlin, November 8, 2018 - No matter how good the working atmosphere is - criticism is part of the business. Especially when it comes to making work safe and healthy. But feedback about things that someone has overlooked or small mistakes that have been made to the other person can sometimes be a challenge. So that the feedback is not perceived as a personal attack, but rather constructively, the feedback should be as specific as possible and based on observable, describable behavior. A good method: the three W - perception, effect, desire. This is what the employers' liability insurance associations and accident insurance companies want to point out as part of their prevention campaign. Because appreciative feedback reinforces positive behavior and shows development opportunities. If problems are solved early, this also promotes safety and health in the company.
"Feedback is very important. It's not just that I can then give my employees feedback about their work and tell them where they are in the company. Feedback also has a lot to do with health and safety issues," says Dr. Marlen Cosmar, graduate psychologist at the Institute for Work and Health of the German Social Accident Insurance (IAG). "I can tell my employees, for example, whether they are doing their job properly or what they should do differently. That gives them security. Constant uncertainty brings doubts and can be psychologically stressful. This has a negative effect on health, but also on the performance out. " Feedback discussions could also increase motivation. The fact that employees received feedback on their work, but at the same time could also provide feedback to their superiors, means that the employee knows that his work is valued. "At the same time, feedback ensures transparency. And transparency creates a better corporate climate. Trust and understanding grow among each other," says Cosmar. "But how is also important. A good method of giving feedback is the three W - perception, effect, desire. They help to get to the point without being hurtful."
Step 1: Describe your own perception
The first step is to communicate your own perception. The aim is to provide descriptions and observations that are as worthless as possible: "Mr. Müller, I happened to see this morning that you did not wear your protective equipment." It is therefore a matter of describing the situation specifically from your own perspective in the form of self-messages.
Step 2: explain the effect
The second step is to explain what effect the observable behavior has on us: "I can not see well how you endanger your health. I then worry that you injure yourself."
Step 3: formulate your wish
Finally, it is a matter of specifying which behavior you would like to see in the future: "Please wear your protective equipment in the future. I have to be able to rely on it, because I want us to be able to work together safely for a long time to come." This step is about making a binding agreement with the employee.
