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work feedback Tagged Articles
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Why Employee Suggestion Boxes Don’t Work
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| What does your employee feedback program look like? Do you have one of "those boxes in your office that sit in the corner of the break room with napkins piled on top of it? How do you really gauge the mood of the employees in your organization? Do you really know what’s getting in the way of your people’s performance?
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Delivering Difficult Messages at Work
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| Whether the information needs to be shared with an individual, a group or an entire organization, these instances can truly become an opportunity for all parties involved. Opportunity arises when the outcome of the interaction leads to greater awareness, learning, motivation, support and creativity as well as a call to action. In this article you will learn how to deliver difficult messages while at work. |
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Other work feedback Related Articles
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How To Give Effective Feedback
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| Feedback is an effective way of communicating with employees, colleagues or members of your team. Feedback can be both positive and constructive (rather than negative).
When giving feedback it is important to have a balance of positive and constructive feedback otherwise the receiver may feel that they only ever receive one type of feedback. It is also important not to always link the two, especially in the same conversation - giving with one hand and taking away with the other.
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Do you have the Midas touch?
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| How can your mind-set affect the way you are perceived at work? By reflecting on your self-worth can you change the attitude of others?
I am called into work places on a frequent basis to help manage members of staff who do not respond well to feedback. Sharynn consistently grew defensive when her boss delivered negative feedback about her performance or attitude. She spent most of the day following a performance appraisal crying in the ladies’ loo.
How can Sharynn develop strategies to overcome this, and to create positive comments about her attitude at work?
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Strategic Advice For Giving Feedback From Your Strategic Thinking Business Coach
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| One of the most critical activities of a coach, mentor, supervisor or anyone that oversees the work of others is to provide feedback to let them know, in a timely and ongoing way, how they are performing. People committed to continuous improvement welcome the opportunity to discuss their strengths and areas for improvement in their performance. Feedback must encourage self-reflection& raise self-awareness. Traditionally, formal feedback is planned as part of a performance appraisal and includes an assessment of how the person is progressing toward meeting his or her goals. Your Strategic Thinking Business Coach has some advice for those of you that do performance reviews and also offers ten (10) tips to help you achieve a productive and powerful feedback system with people you coach, mentor and/or supervise.
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Why I Love Negative Feedback
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| We've all heard about feedback and why we need it. We've also heard that positive feedback is much better than negative feedback. In other words, if you want to achieve your goals and get others to work with you in achieving them, you must be positive. Unfortunately, this kind of new age mush obscures the real reasons for feedback. Even more important is the fact that negative feedback is infinitely better than positive feedback. |
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360 Degree Performance Feedback Enhances Productivity
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| Everyone in a company needs and deserves feedback about their contributions and performance. They need both affirmative "on course" feedback as well as corrective, "off course" feedback from all of their team members, not just the boss. Read on and you will find ten tips for developing 360 degree performance feedback among all members of your company team. |
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How Appetizing Is Your Feedback? (How to Motivate Your Team with Positive Communication)
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| I ask you, when you give feedback, do you make it appetizing for the receiver of the feedback? Or do you make your “steak” indigestible? We can be giving great feedback everyday and, unless we make it appetizing so others will digest it, our feedback will not acted upon.
The following are five techniques for making your feedback more appetizing. |
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360 Degree Avalanche
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| There is an intrinsic attraction to 360-degree feedback. Traditional feedback processes are effectively one-degree type systems with, usually, the immediate supervisor providing the employee with uni-directional comment. By involving more than just one person in the feedback process, the process is likely to be more meaningful for both supervisor and employee with greater representation in the amount and type of information supplied.
Those providing the multi-rater feedback may include peers, direct reports, other levels of management, internal and even external customers. Suppliers may also provide feedback and there is, of course, the opportunity for self-appraisal. |
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How to Give and Receive Excellent Feedback
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| Giving and receiving excellent feedback is a key skill for any leader or manager. But it is so often done badly. Get some handy tips to help you become more effective at using feedback to help others to excel at work and play. |
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Master Your Game: Providing Effective Feedback
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| Great managers understand the value of providing feedback and its impact on high performance. Feedback is any communication that gives your employees information about how you perceive them and their behaviour. This article will assist you to recognize barriers that might be preventing you from providing feedback. You will also learn guidelines for providing quality feedback to support those around you to take their performance to the next level. |
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COACHING FEEDBACK FOR MANAGERS
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| Feedback is often regarded as the most difficult part of a manager’s job. However, in a coaching culture, negative feedback is experienced in a positive way, as an opportunity for making new discoveries rather than blame. In this article we will look at four areas of feedback: Positive feedback, Negative feedback, Receiving feedback, Coaching feedback. |
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