Giving Constructive Feedback: The Ultimate Guide
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Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. With feedback, we can incorporate outside suggestions and improve accordingly.
It can be difficult to let a coworker know they've done something wrong. It is generally best to give constructive feedback directly and in private.
It is essential to identify the employee's strengths, weaknesses, and potential trouble areas to give an idea of how to provide positive and critical feedback, and to what extent.
If an employee is surprised by the feedback, then the manager has not done the job of providing regular feedback before the formal feedback session.
Customer feedback is essential to improving your business. You'll not only figure out how to improve your offerings but also get insights on ways to communicate the value of your product better and even clarify your ideal customer.
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The purpose of giving feedback is to improve the situation or the person's performance. You won't accomplish that by being harsh, critical or offensive.
You'll likely get much more fro...
The closer to the event you address the issue, the better.
And it's much easier to provide feedback about a single, one-hour job that hasn't been done properly than it is to do so about a whole year of failed, one-hour jobs.
But if the situation involved is highly emotional, wait until everyone has calmed down before you engage in feedback
Informal, simple feedback should be given much more often than this – perhaps every week or even every day, depending on the situation.
It's not a once-a-year or a once-every-three-month event. Though this may be the timing of formal feedback.
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Employees can share resources, swap perspectives, and boost each other’s creativity.
Collaboration allows us to capitalize on the collective knowledge and expertise of our people, whil...
Collaborations can be unproductive, time-wasting, and a strain on top employees.
Collaborative organizational structure can drain people’s time and resources, wherein employees are “emailed to death and meetinged to death."
... (or delegation), it helps to know where everyone’s expertise lies.
Make sure your employees get to know each other, whether that happens through group lunches, coffee breaks, or informal social events. This also builds trust — a vital element for successful collaboration.
When choosing your side hustle, pick something you want to do, be or achieve, and actively work toward it. Not only will you enjoy the sense of accomplishment that comes with progress...
Spend some time planning. Then spend a lot more time doing. If you're unsure, do something -- and then react appropriately.
It's easy to think and plan and evaluate yourself out of ever starting a side hustle. See starting a side business as the grand experiment it is. Never forget that the fun is in the doing -- not the thinking.
You may need to spend some time on admin and infrastructure. But you don't need fancy spreadsheets, comprehensive reports, a catchy brand or a mission statement.
Successful side-hustlers focus on selling and working. Anything else is time taken away from generating revenue.
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... is not the best thing to happen at work. It normally leads to a racing mind, emotional discomfort and increased blood pressure.
We may try to defend ourselves, or brush aside the feedba...
Unless it is completely uncalled for, negative feedback generally has the intention of informing us about our areas of improvement. If feedback isn’t provided, you may not grow and improve. If no one tells you that you are doing something wrong, you will keep doing it wrongly forever.
Providing timely feedback may be a sign that the manager cares and wants you to improve.
One should not be defensive when provided with negative feedback, and understand that it is for our own good.
One needs to act on the feedback by approaching it from a neutral and objective standpoint, not taking it as a personal attack. Instead of reacting, just pause and listen. Reflect on the feedback, giving yourself some time and space to respond with a level head.
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...are held between a team leader and team member.
They are conversations that usually last no longer than 10 to 30 minutes where they discuss what is going well and what needs t...
Most effective one on one meetings typically last about 30 minutes:
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Employee retention rests on opportunities to learn and advance; work/life balance; a good cultural fit; and an appreciation for good work. High employee turnover is a clear sign that something’s...
Good managers provide continuous feedback to them. This allows the employee to quickly make course corrections and to feel successful.
Employers should be mindful of those they promote into leadership positions. Strong communication skills are a must when leading a team of people and coaching on this area might be necessary for some.
A good manager is empathetic to people and demonstrates this routinely.
If empathy is not a trait in a candidate for management, pair them with a leader who can mentor them on how to manage people before promoting them.
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There is ongoing turbulence in the workplace due to the uncertainties provided by the new virus, resulting in a whole lot of people working from home. Normally the work-from-home policies are esta...
Even high-performing employees can face a decline in job performance and engagement when working remotely. This can be due to:
A few specific, research-backed steps that can be taken to improve the engagement and productivity of remote employees:
Is a management style in which leaders are genuine, self-aware, and transparent.
An authentic leader is able to inspire loyalty and trust in her employees by consistently display...
... that's capable of executing in a remote setup:
In a remote team, you'll need the right tools to make sure everyone stays on the same page and can continue to execute without a physical person standing next to them.
You likely will need a tool in certain categories like group chat and video conferencing to make remote successful.
Good processes let you get work done in the absence of all else. They provide structure and direction for getting things done.
A few examples from Zapier:
1:1 meetings matter. It is important to nurture that essential employee-manager relationship. But it still not easy to get right.
Under pressures, managers are still juggl...
The goal of an effective 1:1 is not an update from your direct report or for you to lay down some instructions. It's a conversation. It's a chance to hear about your direct reports' ideas for your product, their career goals, and possibly their opinion of their performance.
Keep a list of three potential topics ready for discussion. When they say they have nothing to discuss, you can jumpstart the conversation with one of your items.
Your most precious resource is your own time and energy. When you spend it on your team, it helps build healthy relationships.
Your job as a manager isn't to give advice or 'save the day.'' It's to empower your reports to find the answer themselves. If you want to understand what's going on, ask. Let her lead the conversation while you listen and probe.
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