Hello Fellow followers!
Did you know that as a leader giving feedback is a responsibility you perform again and again? Letting people know where they are and where to go next in terms of expectations and goals – yours, their own, and the organizations.
Here are some tips on how to effectively give constructive feedback
- Begin with the positive and with sincere praise and appreciation.
- Avoid saying “You do this well, but…” because the follow up criticism wipes out the praise.
- Point out the persons importance to you and the organization.
- Mention your own development areas and what you are doing about them.
Discussing the Results
- Listening skills are the key to a successful feedback meeting
- Let him or her do a great deal of the talking.
- Ask many questions about his/her point of view
- Put yourself in his/her shoes and really understand what he/she is saying
- Focus not only on what the person says, but what he/she feels.
- Let him/her draw their conclusions before giving your opinion
Giving your Point of view
- Focus on behaviors and styles, not the person.
- Avoid saying “you’re wrong” point blank; this just makes people defensive.
- Show confidence that the person can improve… he or she can!
- Let the person set goals and strategies for development when possible.
- Make sure your expectations are clearly stated in terms of behaviors or results. Avoid vague goals like “be more energetic”
- Set up timetables for improvement.
So remember, your objective in giving feedback is to provide guidance by giving information in a useful manner, either to support effective behavior, or to guide someone back on track toward successful performance.
See you at the top!
Hello Fellow Followers! Today’s blog will discuss the ways you can lead your employees to development and get positive business results.
Below are some leadership strategies from Judy Agnew Positive Management Training program that will help improve the health of employees and lead to positive business results:
- Develop relationships with direct reports. Good relationships make people feel cared for and enable the use of positive reinforcement which leads to discretionary effort.
- Be specific about what employees need to achieve business results. Vague requests and directions are stressful. Provide more frequent and helpful feedback on performance. Evidence of improvement or movement in the right direction helps reduce the sense of being overwhelmed. Immediate corrective feedback helps employees get back on track quickly.
- Focus on the positive. Talking to employees when they do the right things more than when they make mistakes or miss the mark will energize them to work harder.
- Do more asking and less telling. Asking employees’ sense of control, is more reinforcing, and helps leaders learn more about who they report to directly.
- Use shaping to help employees improve. Looking for and positively reinforcing gradual improvements in performance is more effective and less stressful than setting stretch goals.
- Assume your job is to create an environment that promotes success. When employees know your goal is to help them be successful they will work harder for you and be happier doing
See more at: http://aubreydaniels.com/blog/2014/10/24positve-management-training-part-company-wellness-program/#sthash.MDIDjffm.dpuf
Today’s blog is a continuance from the previous blog “Money Isn’t Everything”. Check out what Michael Jalbert suggests as important questions to help in the retention of your team members.
Michael Jalbert, president of MRINetwork Consider asking questions to enhance communications between managers and employees. He suggests you’ll often discover things about your company culture or work environment that need “fixing” and you can do so by asking the following questions:
- If you could make any changes about your job, what would they be?
- What things about your job do you want to stay as they are?
- If you could go back to any previous position and stay for an extended period of time, which one would it be and why?
- If you suddenly became financially independent, what would you miss most about your job?
- In the morning, does your job make you jump out of bed or hit the snooze button?
- What makes for a great day?
- What can we do to make your job more satisfying?
- What can we do to support your career goals?
- Do you get enough recognition?
- What can we do to keep you with us?
Jalbert also says, the key to keeping employees, he adds, is promptly addressing issues that could lead to their leaving, and to make sure they clearly understand situations that can’t be easily changed.
What questions would you or do you ask your employees to maintain retention?
The WordPress.com stats helper monkeys prepared a 2014 annual report for this blog.
Here’s an excerpt:
A New York City subway train holds 1,200 people. This blog was viewed about 4,600 times in 2014. If it were a NYC subway train, it would take about 4 trips to carry that many people.
Click here to see the complete report.