Background Information for Users of Robin

Realistic On-demand Buddy for INterpersonal Notion
On this page, you will find information, including explanations of key concepts such as:
A. the Ownership Balance Model.
B. How to handle employee responses to negative feedback (the quadrants or the green, red orange model).

 

A. the Ownership Balance Model.

Manager and Employee Contributions in the Conversation

In a role-play, you can choose the level of contribution the manager and the employee should have in the conversation. After the role-play, you can receive feedback on the extent to which this was achieved.

  • In A, the manager dominates the conversation.
  • In C, both contribute equally.
  • In E, the employee dominates the conversation, with minimal input from the manager.

These variations depend on the purpose of the conversation and the desired level of employee engagement.

 

B. Dealing with Reactions to Negative Feedback: The Green, Red, and Orange Quadrant Model

When handling reactions to negative feedback, it’s important to recognize the quadrant in which the employee’s response falls, as this will guide the manager’s approach.

  1. Green Quadrant (Yes, Yes):
    • The employee acknowledges that their performance was not good and understands the importance of adhering to agreements.
    • Approach: Validate their recognition and work collaboratively to identify causes and solutions. Encourage self-reflection and brainstorming for improvement.
  2. Red Quadrant (No, Yes):
    • The employee does not recognize their performance as poor but acknowledges the importance of agreements.
    • Approach: Provide clear, factual examples to help the employee see the issue. If recognition occurs, move to explore causes and solutions.
  3. Orange Quadrant (Yes, No):
    • The employee acknowledges the performance issue but does not see the importance of agreements.
    • Approach: Clarify the significance of adhering to agreements and discuss the potential consequences of not doing so. This might involve explaining the impact on the team or organization.