What is the point of your feedback? Does it have direction and purpose? Take a look at this series of articles to discover the ins and outs of five important feedback goals you should implement to develop and motivate your employees. Covering everything from communication to leadership, there is a lot here to learn!
What’s Your Feedback Goal? Paving Career Paths
Feedback is no longer a management nice-to-have, it’s fundamental and necessary to engaging and retaining employees. The annual performance appraisal has moved past its shelf life and is now relegated to the land of fax machines and the personnel department. In its place sits real-time feedback, constructive criticism and focused career pathing. The art of microfeedback, however, can be derailed when management, employee and technology fail to ask the all important question: What is the goal of this feedback? Find out.5 effective ways to give feedback. Don't neglect your feedback goals: Click To Tweet
What’s Your Feedback Goal? Developing Leaders
Howard Schultz, Sheryl Sandberg, Steve Jobs, Richard Branson, Marissa Mayer. Household names for one reason: they lead. Whether you agree with their business acumen and management style or not, these individuals rose to a position of great influence, control and power. Organizations with a true leader have the capacity to move mountains. Organizations with just the opposite become extinct. Read more.
What’s Your Feedback Goal? Clarity in Communication
Good communication is underrated. So much of the working day is spent talking through ways other than face-to-face, but not enough emphasis is put on quality of communication. Messages can be misunderstood and feedback can be taken in the wrong way. 86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures. Our next feedback goal deals with the important nuances of the workplace. Continue reading.
What’s Your Feedback Goal? Improving Performance
The growth of an employee, from day one to the day they move their picture frames to the corner office, is dependent on a culture of good management. And good management is not always fun. Pointing out and dishing negative commentary to your employees is not easy on them or you…but we all know it’s a necessary way to build and mold employees into engaged, high performing employees. See how to do it right.Why and how you should be giving informal feedback to employees: Click To Tweet
What’s Your Feedback Goal? Transparent Expectations
53% of employees say performance reviews don’t motivate them to work harder. That’s why organizations and HR departments slash the annual performance review in lieu of better, more efficient ways to deliver assessments. A quick, concise and pointed nugget of feedback able to be absorbed right away is becoming our bread and butter. As a manager, are you sending microfeedback with a specific goal in mind for your employee? Read on!