What do you do if your employee feedback isn't improving your presentations?

Analyze what could be improved. Compare feedbacks against your observations and identify patterns or recurring issues. Feedback is a valuable tool for growth and development, so approach it with an open mind and a willingness to learn and adapt. Prioritize area of improvement while analyzing the feedbacks.

Clearly restating great feedback from my peers to improve presentations isn't necessary, but one thing I believe needs discussing is the ability to connect with the audience. If my feedback isn't helping me improve, it's clear what I talked about didn't resonate. If there were clear topics that struck a nerve (good or bad), people will comment on material to help me improve (my content, delivery, form...) If I made an average delivery, I shouldn't expect feedback to help me improve. Know your audience, what makes them think, what keeps them up at night & what drives emotion. If you bake cookies that people love & they aren't quite right, you will get good feedback. If the cookies are average, few will tell you how to make them better.

Improving presentation skills involves seeking actionable feedback, analyzing recurring themes, attending workshops, practicing regularly, and collaborating with peers. Feedback helps prioritize areas for improvement, while workshops and practice sessions provide techniques for refining delivery and engagement. Collaborating with peers allows for knowledge sharing and mutual support. Implementing feedback iteratively ensures continuous improvement, leading to more impactful presentations over time.

Speaking from my personal experience, if employee feedback isn't improving your presentation, consider seeking feedback from diverse sources, attending workshops or seeking professional coaching to gain new perspectives and refine your presentation skills further.

Analyze the Root Causes : Identify the underlying reasons for the feedback. Are there gaps in your skills, knowledge, or preparation? Consider factors such as content organization, delivery style, visual aids, and engagement with the audience.

Seek opinions from different folks—coworkers, friends, even your neighbor’s cat (okay, maybe not the cat). Fresh perspectives can be like a shot of espresso for your presentation mojo.

I feel Feedback are always for Improvements, In such cases, One need to Analyze it. Presentations must be more of 2 way communication & Interactive then just reading out. It's essential to differentiate between subjective opinions and constructive, Have self evaluation, Work on it & Good to go!

I have encountered this many a times, so it is very essential to have a thorough understanding of the feedback provided. One should be able to gain the clarity on the feedback as it affects the business in many terms.

Feedback can help you identify your strengths and weaknesses as a speaker, and provide you with specific suggestions for improvement. Feedback can also boost your confidence, motivation, and self-awareness, as you learn from your mistakes and celebrate your achievements.

It's a situation I've encountered a few times. First, I try to understand exactly what issues are highlighted in the feedback and objectively analyze (here comes the tricky part) the criticisms received. Then, I actively involve my colleagues in the improvement process, perhaps with a brainstorming session to generate suggestions and ideas on how to make the presentations more effective and engaging. And then there's always the secret weapon: a bit of humor to lighten the mood and make the presentations more enjoyable for everyone!

10 𝙄𝙙𝙚𝙖𝙨: 1. Reflect on feedback objectively. 2. Identify specific improvement areas. 3. Seek additional feedback from diverse sources. 4. Invest in tailored training programmes or coaching. 5. Regularly practise presentation techniques. 6. Leverage technology for impactful presentations. 7. Implement feedback actively, refining delivery and content. 8. Stay adaptable to audience preferences and trends. 9. Collaborate with peers for insights and best practices. 10. Monitor progress through measurable metrics, ensuring continual refinement.

One of the prominent areas, is 'clarity of thought'. What is said may not be the same as what is perceived. It is always better to double-check the feedback received. Reach out to the person again and again until you see the expected results coming up. It's a one-time thing. Once you are there, it becomes easier for you the next time. There may be some more feedback but not as huge as the first time which is a good sign.

Clarity can bring confidence. Each constituent interprets your presentation from a different lens, so it’s critical to seek immediate and explicit clarity regarding your presentation or presentation skills. To reflect the clarity you receive, ask clarifying questions to ensure you’re on the same page as the person needing clarity.

From the receiver's end, vague feedback can be frustrating. It's like getting a recipe with missing ingredients. . Isn't It? Asking for specifics turns this into a collaborative effort. We show respect for the effort put in and get a roadmap for improvement. Everyone wins! you with a better presentation, and the giver with a more impactful contribution.

Feel free to request clarification if you perceive the feedback as ambiguous or perplexing. Contact the individuals who have contributed comments and request concrete instances or recommendations for enhancing the content. This straightforward approach demonstrates a recognition of the significance of their opinion and facilitates the acquisition of practical insights. Providing precise and comprehensive feedback is essential in effecting significant modifications to one's presentation style or content.

Clearly articulate the areas of your presentation that you seek feedback on, ensuring your request is precise and tailored to the input required. Remain open to feedback and avoid becoming defensive. Acknowledge the value of constructive criticism in enhancing your skills and performance.

It’s like radio frequency unless you tune with the employee and the intended result is conveyed and understood, the feedback is going to be disturbing as the radio song. So conveying the purpose, reach, target and expected result is very important for a successful presentation. It’s not required to repeat but once clarified the rightful person shall deliver the intended result.

Absolutely agree! There’s no way an employee can improve if they aren’t clear on what the feedback they have received is . So I’ll add that If certain feedback points are unclear, don't hesitate to seek clarification from the employees providing the feedback. Understanding their perspectives better can help you address the root cause of the issues.

It is always useful to ask questions rather than assuming something. It also shows that you are giving value to the inputs and showing respect to their suggestions by seeking clarity.

When feedback is unclear, ask for specific examples to better understand areas needing improvement. Request suggestions on how to enhance your performance. Keep an open mind and value others' input, fostering a collaborative environment. Clarify expectations to tailor your efforts effectively. Actively listen to feedback and take note of clarifications. Express gratitude for their time and insights.

By recognizing and leveraging the unique perspectives, skills, and experiences of a diverse workforce, organizations can promote creativity, innovation, and better decision-making processes, ultimately leading to improved employee performance and organizational success.

The feedback should be from a population representative of the intended audience AND sufficiently remote from your expertise field. Is employee feedback fitting the purpose? Or do you prefer a more candid feedback from someone not directly connected to your area? Someone who can spot where your assumptions are clearly leaving a gap that reduces the comprehension of the "big picture"?

In my role as a communication coach, I am frequently called in as a "last resort" when internal efforts to improve delivery skills have fallen short. My objective feedback and strategies for improvement are often better received than similar insights from familiar colleagues - which can sometimes be dismissed as subjective. I liken the experience to how children may disregard advice from their parents but embrace the same guidance from an external source like a friend or teacher.

Mention your presentation talking points informally while not actively presenting. Valuable feedback often arises during casual conversations, even without directly soliciting it. By suggesting your presentation topics and encouraging others to comment, you can glean clues. Observing reactions and body language can also provide clues for refining the content or how you are delivering your presentation.

Consider diversifying the sources of feedback. Instead of relying solely on employee feedback, seek input from other colleagues, mentors, or industry professionals. Additionally, consider seeking feedback from your audience after presentations to gain valuable insights. It's also important to ensure that the feedback you're receiving is specific and actionable. Encourage your employees to provide detailed feedback that can help you make tangible improvements to your presentations. Lastly, consider working with a presentation coach or taking professional development courses to further enhance your skills.

Getting feedback from clients/participants can be tough. Sometimes, they are ambiguous, other times, just the usual run-of-the-mill responses. I grab new viewpoints from my peers (non-clients who do not need my content) who can give me their most critical feedback on whether or not I was relevant in any possible way, appealing in content, and/or organized. Often times, they provide me with a fresher insight on how to be more relevant, find content that is not outdated and even better, give a comment that I can craft a joke out of for my next client.

Call for an all hand on deck meeting and express gratitude to "other" likes of business for making time. Explain that the outcome benefits the entire company goal — rising tides raise all ships.

Some of your best resources may be outside the company. External sources can provide fresh insights on ways to improve your skills. While you may have a good grasp on what needs to improve, it may be style, delivery, or organization of content that bogs down your audience. These skills don’t just come naturally, but they certainly make a difference in the effectiveness of your presentation. We are fortunate to have the world at our fingertips. There are an abundance of leaders that are captivating and innovative at presenting and can serve to inspire us all. Their is no shame in honing your skills through observing others who have mastered their skills.

Some of your best resources may be outside the company. External sources can provide fresh insights on ways to improve your skills. While you may have a good grasp on what needs to improve, it may be style, delivery, or organization of content that bogs down your audience. These skills don’t just come naturally, but they certainly make a difference in the effectiveness of your presentation. We are fortunate to have the world at our fingertips. There are an abundance of leaders that are captivating and innovative at presenting and can serve to inspire us all. Their is no shame in honing your skills through observing others who have mastered their skills.

Exactly. The more unbiased feedback you get, the higher your chances of improvement and impact. Feedbacks are meant to let you know how well you are fairing, how relevant and useful are your suggestions/products/training etc. It's helpful to seek, receive and also give feedbacks. And most importantly use the unbiased feedback given to improve (modify, change).

Strategy presentations are an essential tool for showing stakeholders how your business strategy will lead to short- and long-term growth. Whether you're outlining your product roadmap or marketing strategy, Pitch's templates will help you deliver your competitor analysis, KPIs, and strategic plan with ease.

There is no doubt that in any communication there must be a communication strategy. You must be clear about the message you want to communicate, be concise and always be open to active listening. In my experience, many are those who talk, some are those who communicate and very few are those who listen.

Indeed, its important to reflect back on the feedbacks gathered, understand and filter the important points you missed then try to implement. Practicing the format before presenting makes your bolder and more confident with your message delivery. Unpracticed presentation may create uneasiness in crucial message delivery.

ChatGPT 3.5 You What do you do if your employee feedback isn't improving your presentation? ChatGPT ChatGPT If your employee feedback isn't improving your presentation, consider the following steps: Analyze the Feedback: Understand the specific areas where your presentation is lacking or needs improvement based on the feedback you've received. Seek Clarification: If the feedback is unclear or vague, consider seeking further clarification from the employees to get more specific details. Training and Development: Consider undergoing training or seeking resources to improve your presentation skills. This could include workshops, online courses, or working with a coach.

1. Collect feedback from multiple sources who have knowledge of the subject. 2. Check if the feedback data can be quantified - Anything which can be measured, can only be improved. 3. Test the action taken after feedback by measuring against performance. 4. Carry out further tweaking

Implement strategic changes in your presentation approach. Consider seeking feedback from a variety of sources to gain diverse perspectives. Additionally, analyze the feedback you receive to identify common areas for improvement. It may also be beneficial to seek professional development opportunities or coaching to enhance your presentation skills.

Based on the feedback you receive and your self-assessment, identify the specific areas that most need improvement. This may include communication skills, presentation structure, time management, use of visual aids, among others. Prioritize areas of greatest impact: Analyze the identified areas and prioritize those that are most likely to have a significant impact on the overall effectiveness of your presentations. Focus on the changes that can generate the best results with the least effort. Create clear and measurable goals: Set clear and measurable goals for each identified area of improvement.

Feedback is often specific: “change this color”, “align this paragraph”, “add xyz”. Take a moment to reflect on the overarching goals that the feedback allows you to achieve. New contexts may require a different approach to presentation and detail feedback helps you taylor the overall style to the relevant stakeholder.

Try to understand what is the goal of the material you are creating. generally goals is one or more of the following 1/ informational 2/ entertainment 3/ credential 4/ educational what was the brief?read between the lines

It can be used to measure how much work an individual is doing, how efficiently they are working, and what type of work is taking up the most time. This type of software is often used in conjunction with time tracking software to give a complete picture of the overall productivity.

One way to measure progress is by setting specific and achievable goals and tracking the steps taken to reach them. Another way is by evaluating the impact and results of actions taken towards a certain objective. Additionally, seeking feedback from others and self-reflection can also help in measuring progress. It is important to regularly review and adjust plans and strategies to ensure continued progress towards desired outcomes.

Make sure there are several mock presentations by stakeholders in order to perfect the presentation. Slowing other teams to observe can evoke powerful feedback.

One way to measure progress is by setting specific and achievable goals and tracking the steps taken to reach them. Another way is by evaluating the impact and results of actions taken towards a certain objective. Additionally, seeking feedback from others and self-reflection can also help in measuring progress. It is important to regularly review and adjust plans and strategies to ensure continued progress towards desired outcomes.

One way to measure progress is by setting specific and achievable goals and tracking the steps taken to reach them. Another way is by evaluating the impact and results of actions taken towards a certain objective. Additionally, seeking feedback from others and self-reflection can also help in measuring progress. It is important to regularly review and adjust plans and strategies to ensure continued progress towards desired outcomes.

Don't lose sight of measuring the success of wellbeing of colleagues/those you are working with and for. When people come away from projects/interactions, more needs to be done to measure wellbeing success, beyond a few case studies. It is very easy to number crunch and create Excel spreadsheet and PowerPoint presentations, which can take away from the difference it makes in the moment and going forward.

Crie uma lista de verificação que inclua os aspectos-chave que você deseja melhorar em suas apresentações, com base nas áreas identificadas para melhoria. Por exemplo, você pode incluir itens como clareza de mensagem, uso de linguagem corporal, interação com o público, entre outros. Avaliação pós-apresentação: Após cada apresentação, reserve um tempo para fazer uma autoavaliação utilizando a lista de verificação. Avalie seu desempenho em cada item e faça anotações sobre o que funcionou bem e quais áreas ainda precisam de aprimoramento. Solicitação de feedback: Além da autoavaliação, solicite feedback de colegas, supervisores ou membros da plateia sobre sua apresentação. .

Allowing job flexibility has been proven to increase productivity, health and job satisfaction while decreasing stress, costs, and absenteeism. Additionally, it's important to promote diversity and inclusivity by watching employees interact, then by recognizing and rewarding inclusive behaviors.

Establish a structure for your continuous improvement. Put aside some time once a week/month/quarter to reflect and adapt based on the feedback. Don't assume a single session of reflection will yield significant results. It's important to have a mindset of continuous improvement and to recognize that you're doing a great job - but you always have opportunities to improve.

As a speaker, we need to take our egos out of the way and ensure that we are meeting the demands of the audience. At the end of the day, if we aren't meeting those demands, we either need to pass the touch to a new presenter, find a presenter that can meet those demands or speak to the department to develop a plan to meet their goals for the presentation.

Self-introspection is the best way to reflect on your actions, and additionally, more methods can be found to enhance presentation skills.

Bonus Tips for a Powerful Communication Strategy: Align Your Ideas: Show how your ideas fit the meeting's goals and help achieve them. Focus on Benefits: Highlight how your ideas solve problems and create value. Actively Listen: Pay attention to others' ideas, build on them, and be open to different perspectives.

Consider reflecting on the specific feedback you have received and identifying areas for improvement. It may be helpful to seek out additional feedback from different sources to gain a well-rounded perspective. Once you have a clear understanding of the areas that need improvement, adapt your presentation style and content accordingly. Additionally, consider seeking professional development opportunities or coaching to enhance your presentation skills. Remember that improvement takes time and effort, so be patient and persistent in your pursuit of better presentations.

My Sales colleague always said there is a point when you are so good with presenting that you fail with the obvious. Means sometimes also something that you were always good at can be something you can do better. Better to say if you feel too comfortable with a topic or product you sometimes have to go a step back, because you might forget that your audience is changing. By that, I mean you have to adapt towards your audience or technical set up, no matter how good you know your stuff or which presentation skills you use.

If the feedback isn’t helping then it means that either your employees aren’t telling you the complete feedback you need because they don’t think you’ll change as a leader OR you are just going through the motions and “implementing” the feedback, but it’s just you going through the motions. For the first situation you need to build up the trust within your team by being a person of your word and having more 1:1’s and getting direct feedback. For the second situation it’s a lot like a sales person only “relating” to you to get you to buy; they have commission breath. When you just go through the motions of implementing the feedback your employees gives and don’t truly believe in it, they will see it, so mean it when you implement it!

Es importante recibir retroalimentación de diversos equipos y buscar comentarios adicionales de diferentes fuentes para obtener una perspectiva completa. Una vez que tengas una comprensión clara de las áreas que necesitan mejoras, adapta el estilo y el contenido de tu presentación en consecuencia. Además, considerar la posibilidad de buscar oportunidades de desarrollo profesional o coaching para mejorar sus habilidades de presentación. Recuerda que la mejora requiere tiempo y esfuerzo.

O importante é estudar e planejar a melhor forma possível para atingir nossos objetivos com sucesso, dedicação e competência

Adam Grant, in his recent book Hidden Potential, says that if you ask for feedback, then you'll be told what you did wrong - a past event, but if you ask for advice, then you'll be told what to do in the future, which is your goal.

Identify Patterns: Look for common themes or patterns in the feedback you’ve received from multiple employees. This can help you identify areas of improvement that may need more attention.

One key skill to address this challenge can be Emotional intelligence (EI) . EI involves understanding emotions, showing empathy, communicating effectively, and resolving conflicts constructively. During a project review meeting, stakeholders provided feedback that our progress updates lacked clarity and failed to engage them effectively. We approached the feedback with openness and empathy, acknowledging the stakeholders' perspectives and concerns through actively listening and by asking clarifying questions. Using EI principles, we facilitated collaborative discussions and encouraged team members to share their ideas and insights allowing us to not only improve our presentations but also strengthen team morale and cohesion.

I would first reassess the feedback mechanism. This includes ensuring the feedback form captures not just the content but also the presenter’s delivery and audience engagement levels. Additionally, incorporating a method to gauge audience reactions during the presentation itself could provide real-time insights. This dual approach—analyzing both the structured feedback and immediate audience expressions—would help identify specific high and low points in the presentation. Validating these insights against the feedback form would ensure a comprehensive understanding, enabling targeted improvements.

I would suggest role playing with employees. Have all of your employees create a presentation on the topic and have them present it. Then have the other employees (who aren't presenting) critique the presentation. This will help your employees to become better speakers, boost confidence, and improve collaboration with co-workers - like an internal toastmaster.

The suggestions made here are excellent for in-person presentations and developing a presentation style. However, these same techniques can be used for other forms of presentation as well. For example, the feedback from participants in an online learning presentation is used to examine several aspects of the presentation: legibility and clarity of content, visual appearance, order of presentation, etc. A well-designed feedback system (properly formulated questions and the like) makes the difference. It is important to ask the right questions. Always remember: "garbage in; garbage out."

Do not focus on the evaluation/feedback forms but observe the participants' reaction during the presentation and also engage with the audience after the presentation.

try to get a 360 degree feedback from your audience and managers to measure your progress. This can be better if we get a freeform input rather than a yes/ no input

After Reflecting and adapting, one should request for another feedback from employees, as it will help one in knowing whether the improvements have make any significant impact and identify if there are any further adjustments.

It is important to discuss the feedback openly with your colleague. I believe that being direct (and polite) helps a lot in these situations and allows to find the source of the problem more easily. Often, it is a problem of style of different people that creates misunderstandings.