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BOOST
B= Balance positiove and development feedback.
O= Observed directly.
O=Objective based on behavioral ations.
S= Specific.
T= Timely done.
There is really eliminate CONNECT annual increase with performance assessment, and therefore may prolong managers in the evaluation work and then lose the enthusiasm and the employee feels that he has neglected km manager because he does not so keen to facilitate obtaining the annual premium.
Reaction and comment on the performance
In the performance management system remains a reaction is necessary for the success of the institution and in this system is not limited to comment and reaction to the reception and only he is equitable dialogue, and is obtained by the reaction and comment on the performance of colleagues and staff direct supervision and customers to ensure impartiality and to determine the degree of contribution employee in the organization's success and to the discovery of developmental needs. This system is common and known as multi-source assessment of performance. Development plan to establish a commitment to the institution and help each individual to expand their knowledge and skills and this is the basis which must be built upon the success of any organization.
BIFF Feedback Model:-
B - Behaviour: the specific description of what the person receiving the feedback has done.
I - Impact: What outcomes this behaviour has had on you, colleagues, customers or performance.
F - Future: What you expect in terms of behaviour or performance.
F - Feelings: An insight to where the feedback receiver is emotionally after receiving the feedback.
Well we use the STAR/AR model the most as it provides an excellent and simple framework for giving specific feedback.ST - situation or task (what the person was doing, or should have been doing)A - action (what they did)R - result (the outcome)
If the feedback is confirmatory, then a STAR on it's own will do
Success of a FEEDBACK, relies primarly on what & how is FEED/FED?...............Any model/medium that captures the FEED in right "context & purpose", can only give a "GOOD FeedBACK".
:: "Focused & Genuine" dialogue between "individual & manager" for "immediate recognition & course correction"
:: PTC (Peer, Team, Customer) feedback at right intervals can be useful for "long-term development"
:: Employee Opinion Survey & Functional/Dept feedback survey are useful on measuring collective "outcome".
