I need some suggestions on how to give feedback when few employees share the same office space. Many times I found myself delaying my feedbacks because I cannot find them alone, and I see it not casual taking them out of their space to give them feedback. When I need to breath I do it, but usually is not inmediate like the podcast suggest.
Also, I want to give some of my experiance with feedback so far.
1. I started only giving positive feedback, that way people will know the four steps. That worked, without a problem, they expected something bad, got something good. 30% behavior continuity. For me that is not that good, but I am a newbe on this model. My old model was not as structured.
2. After a few weeks, I started the model with corrective feedback. Always thinking behaviour and trying to give more than one impact of that behaviour. Almost all of the attemts, at the last step, What are you going to do about that? or What can we do to make it better? I am getting defensive answers like:
* I called to tell I was late. or * I did not complete the task because someone told me not to.
And I decided to give them a break and not ask the question again, even though Mark suggest that to put them on the spot again.
Is this normal?
should I give feedback to skips?
Is it normal, to get some of the younger not looking at my eyes any more after some corrective feedback have been given?
Thanks for your time,