Below you'll find a list of all posts that have been categorized as “Feedback”
Giving feedback in the workplace is key in developing high performance and a culture of trust and engagement. Feedback helps with every employee’s personal development and skills development. It teaches them to learn from their mistakes and trials and mishaps. Feedback lets them know exactly what to expect from others and what others can expect from them. In some ways, …
In the realm of having difficult conversations and giving feedback, one such difficult discussion that is important and often avoided is that of setting boundaries. That is, setting boundaries at work with your peers, subordinates and superiors and setting boundaries at home. This includes saying no, setting and managing expectations, articulating your values and what you will and will not …
One of the biggest reasons people change jobs or commence looking for a new job is that they do not feel appreciated at work. This lack of appreciation is common and it seems some managers are unaware of how to show appreciation. And in the current climate of shortages of skilled staff and the cost associated with recruiting and training …
Resistance is being reluctant, opposing or pushing back when something new is proposed. When people say they are resistant to change then they are reluctant or hesitant to the upcoming change, new idea, or different way of doing things. This can be both in the workplace and in everyday life. One of the biggest risks and challenges when proposing or …
As Bill Gates once put it, “We all need people who will give us feedback. That’s how we improve.” Negative Feedback is when you give valuable comments or observation-based suggestions to the other person to give him or her ideas and information that can be used for improvement. It is information about how they are doing in relation to reaching a …
In a previous career as an Employee Assistance Program councilor (EAP) I was often required to work with troubled or difficult employees. Sometimes it was the managers who referred them for support and other times people self-referred and sort me out because of difficulty with their manager. A common observation was that the 2 sides of the equation did not …
