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How Am I Doing?
Watch how this method is used
Doing it Right
Doing it Wrong
Learning opportunities at work can be provided through a variety of strategies within non-formal settings such as being with the employees on site, encouraging them to think for themselves, giving feedback where appropriate or giving direct instructions. This contributes to sustaining learning outcomes and further development of skills and competencies especially for tacit skills and knowledge.
(Source: Recognition of tacit skills and knowledge, Journal of Workplace Learning Vol. 16 No. 1/2, 2004 by Evans and Kersh)
The following video clips will demonstrate the negative and positive examples of giving feedback by a café team leader.
- Identify a specific function or work area for giving feedback.
- Motivate employees by highlighting areas done well.
- Give objective, specific and forward-moving type of feedback.
- Provide a supportive and safe environment for employees to share their positive and negative experiences.
- Give more positive feedback so employees would be motivated and feel safe to ask questions when in doubt.
- Organisation / management
- Promote an open learning culture by providing opportunities for employees to learn and grow.
- Empower supervisors to give clear goals and guidance to employees, motivating them to build a learning and forward moving workforce.
- Workplace ‘trainer’
- Be nurturing and approachable by ensuring employees feel well-supported and safe in asking for help.
- Provide timely feedback and guidance as employees need to know how well they are doing.
- Provide constructive feedback (eg. Use of sandwich method: Praise what is good, identify areas for improvement and praise something else that is good or give encouragement) with effective follow up.
- Workplace ‘learner’
- Ask specific questions when unclear even if it may sound trivial or simple.
- Ask what can be done and what to avoid, ask for examples when unclear.
- Take notes to help remember the information or details provided.