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The Thoughtful Leaders BlogAre you a Perpetual Happy-Face or a Permanent Frown-Face?
Related Posts:Leave a ReplyLeave a ReplyHungry for appreciation
“There is more hunger for love and appreciation in this world than for bread.” Mother Teresa
Whenever we teach feedback skills – to new managers, experienced managers, or even senior leaders – we always reinforce the need for more positive feedback in the world. Not just empty accolades, but real, specific, and actionable positive feedback. Related Posts:Leave a ReplyLeave a ReplyFive key ingredients for lowering your performance review anxietyIt’s that time of year again – the dreaded performance review! In many organizations, performance evaluation write-ups and discussions are in full swing right now – and anxiety levels can run high for managers preparing the reviews and employees waiting to receive their feedback. But it does not have to be that way. When we teach Effective Feedback in our leadership development programs we advise managers to make feedback an ongoing part of their regular interaction with staff members. That way, the annual review is merely a summary and culmination of the developmental discussions that have been taking place throughout the year. Stress goes way down! Related Posts:Leave a ReplySix questions you must ask yourself to stay strategicOne common thread across consistently successful leaders is their strategic perspective—not just about the business, but also about themselves and their own careers. In one sense, the strategic view means that they have a long-term picture of what they want to achieve. But just as importantly, it means they are repeatedly making a point to step back from day-to-day work and examine the value they are bringing to the organization right now. Related Posts:Leave a ReplyUser’s Manual to your managerThere is increasing interest in the business world in “onboarding”, the process by which managers and executives are oriented to, and integrated into, an organization. Books like The First 90 Days by Michael Watkins have become bestsellers, and organizations of all sizes are more mindful than ever about the importance of the first three months at a new job. Related Posts:Leave a ReplyFeedback can be a giftIn the current economic environment, it is crucial for individuals, teams and organizations to continuously improve their performance. Getting and giving useful performance feedback, whether through a formal performance appraisal system, or through less formal, more ad-hoc tools like Rypple, can help greatly. Regardless of whether you are providing feedback in a formal annual review, a brief Rypple survey, or at the water cooler, here are some tips to keep in mind when providing feedback: Related Posts:Leave a Reply |
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Performance feedback is a subject that generates a great deal of debate, angst, and even anger. Those receiving feedback quite often feel it is inadequate, vague, overly critical, or overly solicitous. Those giving feedback often feel they don’t have time for meaningful discussion, they did not deliver the message they had hoped to, or the reaction they received was not what they expected.
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