🎯 GROW Model
A coaching-based framework that works perfectly for feedback discussions.
- Goal — What goal did the employee set?
- Reality — Did they reach it? How satisfied are they (0–10 scale)?
- Options — What could be done differently? How would a more experienced person handle it?
- Will — What will they change next time? What specific actions will they take?
🌟 STAR Model
Originally from behavioral interviews, but great for reflective feedback.
- Situation — Describe the context.
- Target — Clarify the goal or task.
- Action — Discuss what the person actually did.
- Result — Review the outcome and insights.
🧩 PPP Model (Problem — Reason — Support)
Discuss what happened, why it happened, and how to prevent it — together find solutions and outline the next steps.
🔍 OMRA Model (Observation — Motive — Result — Action)
Structured as a question-based reflection:
- What happened?
- Why did it happen?
- What was the result?
- What actions should be taken next time?
🤝 SLC Model (Successes — Learn — Change)
Used in team reviews.
Each team member defines:
- their successes,
- what they learned,
- what they plan to change.
Then the team collectively agrees on the most valuable lessons and next steps.
💬 B.O.F.F. Model (Behaviour — Outcome — Feelings — Future)
Scenario: a new customer service agent, Irina, consistently violates service standards — doesn’t greet clients, acts rudely, ignores calls, and extends lunch breaks.
- Behaviour — Describe the observed facts:
“Irina, on Nov 5th and 7th you didn’t greet clients and missed several calls.”
Keep it factual and neutral.
- Outcome — Discuss the consequences:
“This affects client satisfaction and increases the number of complaints.”
- Feelings — Express your emotions:
“It’s disappointing to see this happening. Your teammates feel stressed when they have to cover your absence.”
Future — Plan the next steps:
“What can you do differently next time? Let’s agree on concrete actions and a check-in date.”
The focus is on ownership and commitment.
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