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 LEADERSHIP DEVELOPMENT CENTER

Your Path Coaching and Consulting goal is to aid leaders in gaining the knowledge, skills, and confidence they need to achieve their professional goals. 

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Providing Constructive Coaching: Using the STAR Model for Effective Feedback

In today's competitive landscape, exceptional customer service is no longer a bonus; it's a necessity. But what happens when an employee consistently falls short of expectations, leaving customers feeling neglected and underserved? Using the STAR feedback model can effectively provide employees with constructive and meaningful feedback that can improve customer satisfaction and sales performance.  



The STAR Model:

  • S: Situation/Task - Set the stage by outlining the specific situation or task where the employee's performance fell short. This helps establish context and avoid generalizations.

  • T: Target - Clearly define the expected behavior or skill relevant to the situation. What specific customer service skills were lacking? Was it active listening, empathy, or problem-solving?

  • A: Action - Describe the employee's actions in the situation. What did they do or say that resulted in poor service? Be objective and avoid judgmental language.

  • R: Result - Explain the outcome of the employee's actions. How did their behavior impact the customer experience? Did it lead to customer dissatisfaction, complaints, or missed sales opportunities?

Applying STAR to the Customer Service Gap:

Situation: During a recent interaction with a customer, the employee did not actively listen to their concerns, which resulted in the employee providing a solution that did not meet the customer's needs. As a result, the customer was not satisfied with the service they received and left a negative Google review. 

Target: The expected behavior was to listen to the customer's needs actively, ask clarifying questions, and offer solutions aligned with their specific requirements.

Action: The employee interrupted the customer mid-sentence, assumed they knew what the customer wanted, and offered a solution that did not meet their needs. They failed to ask open-ended questions and rushed to complete the transaction to get back to administrative tasks. 

Result: The customer purchased a service that did not meet their needs. They felt like they paid too much for the solution offered and ended up writing a negative review about the business. 

Using the STAR model effectively:

  • Focus on specific incidents: Avoid vague accusations like "you always provide bad service." Instead, pinpoint specific situations and actions.

  • Maintain a neutral tone: Focus on the behavior, not the person. Avoid personal attacks or blame.

  • Offer guidance and support: Don't just point out the problem; suggest solutions and offer resources for improvement.

Beyond STAR:

While STAR provides a valuable framework, remember that feedback is a two-way street. Encourage the employee to talk about their perspective of the situation and explore potential root causes of their behavior. This could be a lack of training, unclear expectations, or personal challenges.

The Takeaway:

Using the STAR feedback model effectively can deliver constructive feedback that helps employees understand their shortcomings and develop the skills needed to excel in their roles. Remember, the goal is not to punish but to empower growth and, ultimately, create a culture of exceptional customer service within your organization.


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