Page 41 - An Indispensible Resource for Being a Credible Activist

Negative/Constructive/Critical Feedback regarding any employee’s job performance
may ONLY be given by that employee’s direct supervisor either during regularly
scheduled meetings, scheduled employment reviews, or when feedback is requested
by the employee.
Feedback Delivery by someone other than an employee’s Direct Supervisor should
be in WRITTEN FORM and given directly to HR and the employee’s supervisor,
not to the employee. This is the ONLY appropriate way for a nonsupervisor to
contribute feedback about another employee’s job performance. HR and the
employee’s supervisor will determine whether or not the feedback is credible and
should be discussed. (As a work group becomes more and more skilled in giving
and receiving feedback, some of these guidelines can be relaxed and/or eliminated,
and employees of all levels can give feedback to each other without involving
others, but they should always have the option of involving HR or another third
party should they feel the need to do so.)
All Managers, Directors, and Executive Management need to be trained in Effective
Feedback Delivery by HR. Training will include Effective Feedback Delivery methods,
Effective timing, Effective manner, and the use of Feedback as a Coaching and/or
Disciplinary tool.
Feedback given to HR will be assessed before it is made official and filed or used
in a performance evaluation.
Feedback Delivery is different from Conflict Resolution and Mediation Methods,
which are available at any time to any employee via HR. If any employee wishes to
schedule a Conflict Resolution and/or Mediation session with HR, they may do so
by simply requesting one.
Only one person needs to request such a session, and it will be granted at a scheduled
time convenient for all involved. All company employees are invited to engage in
conflict resolution sessions with openness, honesty, and a commitment to resolving
the conflict using sound conflict resolution and communication procedures from
our mandatory conflict resolution, nonviolent communication (NVC—which will be
described in detail on pages 100–101), and emotional intelligence trainings.

SAMPLE CRITICAL THINKING QUIZ FOR
HR/OD PROFESSIONALS
1. A candidate does not show up for an interview and does not call to say s/he won’t
be coming. What happened is:
A. S/he is irresponsible.
B. S/he encountered some unknown problem that prevented her/him from arriving
and from calling.
C. S/he got another job and did not bother to call us.

24 The H R Toolkit