How to Execute a Great Staff Review and Provide Feedback
Staff reviews and providing feedback is an important process for any business. They develop your team by providing you with the opportunity to recognise quality performance, offer constructive feedback, set and discuss any job related targets and expectations, and ultimately engage team members in their job role and workplace.
Whilst these processes will vary depending upon which care sector you are in, there are some common tips that will work for any setting to ensure staff reviews and feedback are as efficient and productive as possible.
Azilo Training’s Early Years Assessor and Trainer, Patricia Spiers, has compiled her ‘Top Tips for a Successful Support and Supervision Session,’ so you can make sure you are ready to execute the best staff review and feedback for you and your business.
My top tips for a successful support and supervision session. By Patricia Spiers, Azilo Training Ltd, Early years Assessor/Trainer
Dale Carnegie’s quote “don’t criticize, condemn or complain” lies at the heart of my approach to delivering effective support and supervision. Author of the best-selling book How to Win Friends and Influence People, Dale is famous for his work in supporting individuals with self-improvement and interpersonal skills to name but a few.
As a manager, I protected the time for staff supervision as this was my opportunity to support my team to reflect on their practice, discuss their role within the organisation, raise concerns and make suggestions for the improvement of, not just themselves, but the team and the wider organisation. In addition to giving my team the chance to share their views while I listened to them, this was the time where I could give recognition and praise and get to know the individual as a person and not just as an employee.
As a requirement of the SSSC, employers within social services must have systems in place to provide regular support and supervision to their staff (Code 3.5: “Provide effective, regular supervision to social service workers to support them to develop and improve through reflective practice.”) My top tips for a successful support and supervision session goes as follows:
- Have a policy in place – this provides the framework for how the session will be conducted stating frequency, length of session, areas to be discussed and how the information will be used – remember to stick to it.
- Be prepared – know how your team member has contributed to the objectives of the setting and areas of practice that require further development.
- Stick to the agreed meeting time – show this is a valued time and not a paperwork exercise – only change a session if it really can’t be avoided.
- Listen, Discuss and Agree – don’t let your own agenda overtake proceedings, reflecting on yourself is never easy – help tease out strengths and areas for development without making any judgements, stick to facts and never pass blame, identify solutions.
- Record – Always keep a written record of what has been discussed and agreed – get it signed by both parties, include details of any support that has been offered, how and when this will be achieved along with how this is going to support personal effectiveness in service delivery.
Remember, the purpose of having supervision is to manage staff performance, support staff development, enable staff to carry out their role to the best of their ability and ensure their wellbeing. As Richard Branson said, “train people well enough so they can leave, treat them well enough so they don’t want to.”