Giving your organization’s leaders the tools to engage employees, help them work efficiently, and improve their skills is essential to building a solid organization. One way to do this is by implementing the SBI Method. The Situation-Behavior-Impact (SBI) Model is simple to use with managers and employees. Using the SBI Model, you capture and clarify the situation, describe the behaviors observed, and explain the impact the employee’s conduct had on others.
Using the SBI Model, managers can influence behaviors and develop talent or shut it down by delivering clear specific feedback. This model aims to build a relationship where managers can influence employees to improve their behavior and performance and provide development and actions to help achieve a positive outcome. There are three steps in the SBI Model:
1. Describe the Situation– Describe the specific situation in which the behavior occurred.
2. Describe the Behavior– Describe the actual, observable behavior being discussed.
3. Describe the Impact– Describe the impact on others.
The SBI Feedback Model is helpful when holding development conversations with employees. When giving consistent and positive feedback, managers establish and strengthen trust with employees helping to create an environment of learning and growth. Ongoing feedback conversations using the SBI Model can:
- Motivate employees to continue a behavior that increases their effectiveness
- Encourage them to stop a behavior that reduces their impact
- Encourage employees to adopt or modify a behavior that will make them more effective
- Foster greater commitment to their work and the organization
Source- Center for Creative Leadership
According to research by Gallup, only 28% of employees receive feedback a few times a year, while 19% say they receive it once a year or less. Worse, only 50% of employees know what is expected of them at work. And only 41% strongly agree that their official job description aligns with their work. By implementing the SBI Model, organizations can set expectations that are clear, collaborative, and aligned when setting goals together that are achievable.
The overall goal of using the SBI Model is to provide performance conversations that are frequent and focused. For example, weekly discussions that include coaching, goal formation, and monitoring offer the opportunity to build employee confidence. Delaying feedback can lead to a disconnect between the situation, behavior, and impact and disconnect the employee from the organization.
Properly implemented, the SBI Model encourages employees to reflect on their behavior in a work environment of trust and acceptance. Our team at Aspen HR can implement the SBI Model and establish performance goals to help improve employee development and retain top talent at your organization. Contact us to learn more about our White Glove HR solutions.
