Giving feedback & cheque payments
Giving feedback can sometimes be an awkward thing to do, particularly if it’s not something that happens regularly. If you’re not sure how to start this sort of conversation, it’s a good idea to begin with the positive stuff. Most employees like to know that they are doing a good job, and the more often you acknowledge this, the easier it will be to point out things that can be improved.
Ideally, you should give feedback in the moment, or soon after. If one of your team has just dealt with an awkward patient, let them know how difficult it must have been and how you appreciated the way they handled the situation. Or, at the end of the busy day, acknowledge your team’s efforts to keep things moving smoothly.
Many of us would prefer to avoid situations that might lead to conflict but, avoidance doesn’t always work. Particularly in a work environment, it’s best to nip this behaviour in the bud by outlining your expectations early and offering constructive feedback.
Constructive or corrective feedback is definitely more difficult to give and shouldn’t be given in haste. Spend some time thinking about what you are going to say and how you are going to handle the situation if things escalate. Don’t let the conversation stray into disciplinary territory without following the correct process.
There’s no single correct way for giving this sort of feedback. It will vary widely depending on the people involved and the behaviour that’s at issue. But here are a few tips you might like to bear in mind:
- Make it timely (as soon as possible after the event so things are fresh in everyone’s mind).
- Give it privately.
- Ensure the conversation is grounded in the facts of what happened. Make sure you set out the facts as you understand them to be.
- Ask for the staff member’s perspective and listen carefully to this.
- Once you have both had the opportunity to describe the situation from your separate perspectives, you can then discuss how the situation might be resolved. Where appropriate, it’s a good idea to get staff member’s input into the solution.
- Provide clear expectations of what is required in such circumstances in future and agree them with the staff member.
- If the situation is emotionally charged, make sure you are in a calm state before you address the issue. This doesn’t mean you let the situation go. It is still important to tell the staff member that the event needs to be discussed and set a time for later in the day when things have calmed down.
If negative feedback escalates, end the meeting. If you need to start a disciplinary process, ensure you have all the facts and contact our HealthyPractice team for advice.
You can read our full content at this link https://www.healthypractice.co.nz/members/human-resources/staff-performance/giving-feedback/
With most New Zealand banks phasing out cheques, MAS will no longer accept this method of payment after 31 May. Our HealthyPractice invoices include the MAS bank account details so the simplest method of payment is by on-line banking. Credit card payments are also accepted with a 1.75% surcharge.
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