Facilitated reflection supports a self-realisation of efficacy performance and how it can be strengthened. This method grants an employee control of their own appraisal and acknowledges high efficacy.
How the process works
Effective reflection is a response to what is being done well rather than a response to under-performance. The rationale behind this is to understand why and how one approach was successful and explore the extent to which that understanding is transferable to other approaches.
This reflection approach is probably best used in regular growth-focused group clinics, where participants share a recent success with a trusted colleague and vice versa. Each partner takes turns to coach the other to a realisation of how and why the strategy was successful, and how it can be honed to become a substantive, transferable skill.
Participants then choose whether or not to share their learning with the group. At this stage, reflection becomes feedback.
In this way, feedback is removed from the formal appraisal process, builds on strengths and, if shared, potentially benefits more than one team member.
The link below leads to a research-based article on some of the fallacies inherent in conventional approaches to providing feedback.