Chivas Performance Guidelines v.Jun 2018

Looking Back Meeting cont.

Stakeholder Feedback cont.

If Line Managers are using the template can they amend, add or remove questions in order to get specific feedback about an employee? Yes, these questions are a guideline and can be augmented or tailored as appropriate. Please do take into account the number of questions asked of any stakeholder to avoid making the feedback process too lengthy. What should Line Managers consider when preparing feedback on an employee’s performance? Feedback should be given in a Greenline way inspiring Clarity and Commitment using the key skills of Hear, Enquiry, Acknowledge and Straight Talk. Line Managers should consider “how” the employee does what they do and refer to specific examples where they have observed particular behaviours. Where possible they should consider “frequency” of behaviour – what do they always or often do? It is also appropriate to provide feedback when behaviour may have been unexpected, or different from the norm, supported by relevant examples. Should direct reports be approached to provide feedback on their Manager? Yes – how an individual manages and leads those who report into them is a key part of their role and feedback on this should be sought from their direct reports. Is it appropriate to contact suppliers, agencies or other Affiliates for feedback? For many employees a key part of their role will be in liaising with contacts external to CBL. It is then very valuable to approach these contacts and seek feedback on the individual’s performance/behaviour.

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