Tag Archives: Employee Feedback

How to Find Out if You Have a Feedback Problem

feedback-problem

Employee feedback is one of the most important (and most under-appreciated) aspects of running a business or managing a team. When overlooked and done improperly, it can result in low employee engagement, which will affect recruitment and retention. So, if it’s so important, how do so many of us let it go to the back burner?

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Learning Fails: 5 Times Training at Work Didn’t Work

performance management

Even companies that train employees and make training readily available to employees often find that much of the resources allocated to training are wasted. They are finding that there’s no measurable or positive correlation in terms of better employee contributions or productivity. It’s because supporting training isn’t enough. Training must be planned and properly managed if it’s going to be successful.

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Rethink Employee Engagement — Already?

Employee engagement continues to be a hot-button issue for employers and HR professionals worldwide.

Some of the questions swirling around this issue include: How, exactly, should we define employee engagement? Does engagement really drive productivity? Are employee satisfaction and happiness part of employee engagement? And, of course, how can we improve our engagement levels?Employee Engagement Continue reading Rethink Employee Engagement — Already?

From the Flight Deck: Clear a Runway for Your High Performers

A Bersin by Deloitte study has shown that organizations with highly effective employee development plans have about twice the revenue per employee as organizations with poor plans. And earlier research from Bersin & Associates revealed that senior leaders who coach and develop employees (and who hold others accountable for doing so as well) are three times more effective at producing improved business and talent results than those who do not.
Of course, to get these kinds of results you can’t rely on a one-size-fits-all employee development strategy. You need to tailor strategies to fit your people. One perfect example: design strategies specifically for your high-performing employees.

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A Pee Wee Herman “Listening Culture”

Sometimes managers just talk too much. Our mantra is listen more, talk less. Employees who believe they are being heard with resulting changes or tweaks to how things are run are generally the most satisfied in their jobs. They feel empowered and they feel they are a part of the process. Those who don’t feel they can share ideas, concerns and frustrations freely with their managers tend to feel isolated and constrained.It isn’t uncommon for employees to feel that they aren’t being heard. Listening to employees is a great way to get far greater buy-in from employees. What are their frustrations? What ideas do they have for improving things? Are there things the manager isn’t aware of that could help in addressing a number of performance and morale issues? Continue reading A Pee Wee Herman “Listening Culture”

How Do You Spell Morale?

Employee morale is not something to be taken lightly. According to the Harvard Management Update, in roughly 85% of companies, employees’ morale declines sharply after their first 6 months on the job and it continues to deteriorate for years afterward.Getting employees motivated is a commonly heard theme in organizations. But the real problem appears to lie in stopping those same organizations from demotivating their employees. When morale declines as much as is suspected in so many organizations, there is something amiss in how the employees are being managed and interacted with.

Managers, supervisors, and executive management often unwittingly damage employee morale little by little by saying and doing things that rub employees the wrong way. Stopping that behavior is sometimes easier said than done. But it can be managed. Continue reading How Do You Spell Morale?

Know Any Chickens?

We all know managers who just don’t have the intestinal fortitude to bring performance issues to the attention of their employees when needed. These “chickens” aren’t doing themselves, their employees, or the organization any favors. Far from it, in fact.The damage done by these managers is almost unforgivable. Believe it or not, most employees actually want to know when their performance isn’t living up to expectations. To ignore or soft-sell performance issues creates a culture lacking appropriate accountability. And there is an ongoing deterioration of productivity and effectiveness that impacts overall success. Continue reading Know Any Chickens?

Sticks and Stones May Break Your Bones, But Words Will Hurt You Too!

The way feedback is handled is vital to the way the messages are received by employees. It never ceases to amaze just how careless some managers can be in how they provide verbal and written feedback.

During feedback about performance, employees have a heightened sense of sensitivity about what they are being told and with the normal “noise” that occurs in interpersonal communication, the stage is set for misunderstanding and hard feelings to develop. Being crystal clear when providing feedback during informal and formal interactions is more than just a little important.

Some managers believe that just giving feedback is sufficient. They lack an awareness about how much impact their words can have on their employees. Because employees often misinterpret what they are being told or they hear what they want to hear, the words spoken or written by the manager have to convey exactly what they mean. Continue reading Sticks and Stones May Break Your Bones, But Words Will Hurt You Too!