How should we support and protect our team members from potentially serious allegations disguised as feedback? Additionally, how can we ensure that team members have an opportunity for fair evaluation when an allegation is concealed within feedback? Saving Changes...
Really depends on the situation, but I like to encourage stakeholders to share feedback directly rather than through me or around the water cooler. Of course, if there is an actual violation of a policy or standard, I would want to be informed as the PM, but for other constructive feedback, direct communication is best if we are talking about stakeholders within the same organization. If it is a client, then it would need to flow through me as the PM, but I'd want to ensure I have a full understanding of the situation before taking any action.
Kiron
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1 reply by Kwiyuh Michael Wepngong
Apr 04, 2024 9:58 AM
Kwiyuh Michael Wepngong
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Thanks Kiron. I love your take on this. It may be dicy when the right steps are not followed and as the PM you have to do some damage control.
"but I'd want to ensure I have a full understanding of the situation before taking any action".
So what I understand from above statement is, that it is imperative that feedback is not disseminated to a team member as mere hearsay but is subject to thorough review. As it is essential to delve into the facts underlying the feedback, and if substantiated, it should be communicated to the relevant member along with a comprehensive action plan for improvement. Saving Changes...
William M Hayden JrAdjunct Assistant Professor| University at Buffalo, School of Management, Operations Management & StrategyBuffalo, Ny, United States
Re: "How should we support and protect our team members from potentially serious allegations disguised as feedback? "
The question itself suggests that within such an org there is a need for outside intervention consulting to better the define the driving and restraining forces at play.
Cheers,
Bill Saving Changes...
Financial Management Specialist | US Peace CorpsYaounde, Centre, Cameroon
Apr 04, 2024 7:03 AM
Replying to Kiron Bondale
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Anil -
Really depends on the situation, but I like to encourage stakeholders to share feedback directly rather than through me or around the water cooler. Of course, if there is an actual violation of a policy or standard, I would want to be informed as the PM, but for other constructive feedback, direct communication is best if we are talking about stakeholders within the same organization. If it is a client, then it would need to flow through me as the PM, but I'd want to ensure I have a full understanding of the situation before taking any action.
Kiron
Thanks Kiron. I love your take on this. It may be dicy when the right steps are not followed and as the PM you have to do some damage control. Saving Changes...
This is best done in my experience with a combination of proactive measures and a supportive organizational culture. Hard to create, but necessary. Does your company have an established Feedback Processes? If so, it may be time to review it. Ideally this company wide Feedback process should establish clear guidelines for giving feedback within your organization. It should encourage open, honest, and respectful communication. Most of all it should make it explicit that feedback should focus on behaviors and performance rather than personal attacks or unfounded allegations.
This is best done in my experience with a combination of proactive measures and a supportive organizational culture. Hard to create, but necessary. Does your company have an established Feedback Processes? If so, it may be time to review it. Ideally this company wide Feedback process should establish clear guidelines for giving feedback within your organization. It should encourage open, honest, and respectful communication. Most of all it should make it explicit that feedback should focus on behaviors and performance rather than personal attacks or unfounded allegations.
Makes sense, thanks for the advice. Saving Changes...
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