15 Things to Remember about Feedback
When giving feedback, either positive or constructively critical, there are only two reasons for doing so: to change or reinforce behavior in order to achieve a desired result. With those purposes in mind, here are 15 tips for providing feedback. Click here to read...
Adding Value to the Performance Evaluation Process
Big Gap Between Workers’ Commitment and Organizational Goals
Fewer than half of workers are committed to the goals of their organization. That’s the key finding in a survey by FranklinCovey of 12,182 U.S. workers conducted in late 2003 and released in March, 2004. The survey also showed that only 48% of workers believe...
Communications Checklist – Tools to Build Relationships with Employees
Employee Performance Communications: A Better Way to Deliver Bad News
Description: In an ideal world, a subordinate would accept critical feedback from a manager with an open mind. He or she would ask a few clarifying questions, promise to work on certain performance areas, and show signs of improvement over time. But things don’t...Fear of Feedback in Performance Appraisals
Description: Nobody likes performance reviews. Subordinates are terrified they’ll hear nothing but criticism. Bosses, for their part, think their direct reports will respond to even the mildest criticism with stonewalling, anger, or tears. The result? Everyone...Feedback Should Be Clear and Actionable, Not “Nice” and Vague
This tip is adapted from “Are You Sugarcoating Your Feedback Without Realizing It?,” by Michael Schaerer and Roderick Swaab Many managers sugarcoat tough feedback, either to avoid retaliation or to protect employees’ feelings. But research shows that managers tend to...Get Your Underperforming Employee to Quit — Try “Counseling Out”
How Do You Respond to Praise?
How To Offer Individual Praise Without Undermining Team Efforts
How to Write a Job Descriptions
Improving Employee Relationships Through Better Work Conversations
Click here to view the article. Great read from the Ken Blanchard Companies.Manage Actively and Get More
There is no “one size fits all” solution to succeed in the demanding area of managing people. Most managers have their own styles and some are more effective than others. What is certain is that people management must be an active part of every business...Positive Program for Performance Appraisal – HBR
Stay Out of Hot Water – “Control the Temperature” Through Process
Business owners and managers simply can’t afford to ignore problems with team members. To do so is to risk exposure to expensive lawsuits that few SMEs can afford. Problems with individuals can also lead to lower team morale, a loss of productivity and the...
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