Employee Feedback

Thank you for reading this article. I have found that many organizations drop the ball after receiving employee feedback
The answer to effective performance management in my view is not doing away with reviews altogether. It's institutionalizing effective, actionable feedback - something managers and colleagues should contribute to throughout the entire year.
Feedback that is solicited is sketchy. At the local sub shop the completed survey gets me a free drink and a bag of chips
For years, employers and HR pros have been searching for the elusive perfect employee engagement strategy. Organizations tried new benefit packages, overhauling company culture, and supporting career development.
When life is this hectic, you inevitably have to choose who or what gets your time, and it is but human nature for us to put off the activities that we dread doing. It's no wonder that many startup leaders procrastinate on giving feedback to their team members.
Invest in relationships that energize. So how do we create conditions for people to thrive at work? Here are two tangible
Thus, next time you hit a point where you feel discouraged and like you could really use some kind of feedback again from
Given what we know from the science of motivation, lets look at why leaders defend personalized feedback in the form of carrots and sticks.
Human beings find it tough to give and receive feedback. Many of us — let’s be real, all of us — get defensive when we hear it, and we assume nobody wants to hear it from us. So feedback gets chronically buried and put off. But it doesn’t have to.
Everyone wants feedback, right? Wrong. Most people cringe at the thought. Although the term feedback has become mainstream in the world of corporate speak, giving and receiving it still ranks below going to the dentist for a deep filling.
Dealing with the effects of high turnover in your customer service department can be a struggle.
Employees want to be more than just employees. They want to be respected for their unique perspectives and experiences, feel connected emotionally to the purpose of their organizations and know how their contributions are driving their businesses forward.
What began as a staple of corporate process persists decades later as a rather unexamined policy. Why do we still use this antiquated method of collecting information and evaluating employee performance?
For some people, saying "yes" is more of a nervous tick than an actual consideration -- the feel-good rush of stepping up to the plate and being the dependable one.
Don't do that! Just don't do that. Decide how you want to use your time... productively!
As an entrepreneur or executive, you often get caught up in the "bigger picture" and the intricacies of your leadership role. But by doing so, it is possible to become disconnected from your impact on employees, customers and suppliers.
However, crowd sourcing isn't only about solving problems in the fastest, cheapest way possible. Handled well, it's a tool to find effective solutions by taking a deep dive into the heart of what are often complex marketing issues.
Once upon a time I worked with a gentleman who had body odor. I didn't have to work with him often, mind you -- or for very long.