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Other Added - Feedback: The Dirtiest Word in Our Workplace
As a recruiter I have heard and read many suggestions related to job searching and career development. I've spent a significant amount of time helping people find their dream career and have also watched as some candidates have made huge mistakes that have prevented them from doing so.One of the biggest mistakes I've seen is when job searchers listen to advice without considering the source. Often the source isn't accurate.As a recruiter, I get paid to help people find new jobs so I have to know what is right and what is wrong when it comes to job searching.Here are perhaps the biggest myths I've encountered during my career in recruitment:Myth #1: You can find a job in 14 days/30 days, etc. I've seen products on the Internet that refer to things l
Unfortunately, the reason is partly due to the fact that most employees associate the term feedback with criticism. This leads to tremendous stress for both parties and general ill feelings for several days following the session. It doesn’t have to be that way. Following are the steps I recommend for changing the neg
If you aren’t annoying your competition you’re not doing a good enough job.What???You heard me…you should be pissing off your competition on a regular basis.Here’s why…If you are annoying your competition you must be doing something they don’t like. One thing you are probably doing is taking their customers.Hey, that’s a good thing.People generally don’t get annoyed with other people if they are minding their own business and business people generally don’t get mad at other businesses people unless they are making their lives more difficult, stealing their customers or nabbing the lion’s share of the local business.Now, don’t you see why it’s so important to be annoying your competition?You need to be constantly making it difficult fo
Recently, I had the opportunity to test the necessity of feedback. During a simulation exercise, I was given a picture of a maze and detailed directions. These directions were given to me both in writing and verbally, providing information on how to move the pencil by inches, when to move upward, and other specifics. The directions were provided to ensure I made it out of the maze successfully. I was encouraged to refer to the directions throughout the exercise. I was then blindfolded and told to begin.
I failed miserably.
Why? Because getting directions--no matter how clearly created and beautifully executed--cannot replace step-by-step feedback. Just imagine if someone had been behind me watching my moves, urging me along when I was headed in the right direction, and giving me corrective information when I got off-track. I would have undoubtedly made it out of the maze. I think this is a relevant analogy for the function of feedback in today’s workplace.
Those employees that do make it out of the "departmental maze" are either lucky; have had some inside information from a mentor or other knowledgeable co-worker; or have been through it enough times that they know the pattern. The result is a mixed outcome of successes and failures leaving a supervisor scratching her head. Some of her employees are succeeding, some are not, and she can’t determine what to keep doing and what to stop. It is feedback that will make the difference between the successful employee and the unsuccessful, so why is no one doing it?
Unfortunately, the reason is partly due to the fact that most employees associate the term feedback with criticism. This leads to tremendous stress for both parties and general ill feelings for several days following the session. It doesn’t have to be that way. Following are the steps I recommend for changing the neg
There is an undeniable shakeup in corporate America; downsizing and layoffs, women hitting glass ceilings as promotions pass them by, large corporations dumping their employee retirement plans, and the frightening “finished at forty” syndrome.If you are employed by a corporate company the battle cry is loud and clear – QUIT before you are let go.But there’s hope. The Internet is the single most powerful force on our planet today. What took radio 38 years and television 15 years, the Internet has done in only 5, reaching 50 million users. Powerful force is an understatement.Stephen Covey, author of The Seven Habits for Highly Effective People, said: “Network marketing has come of age. It’s undeniable that it has become a way to entrepreneurship and independence for
I failed miserably.
Why? Because getting directions--no matter how clearly created and beautifully executed--cannot replace step-by-step feedback. Just imagine if someone had been behind me watching my moves, urging me along when I was headed in the right direction, and giving me corrective information when I got off-track. I would have undoubtedly made it out of the maze. I think this is a relevant analogy for the function of feedback in today’s workplace.
Those employees that do make it out of the "departmental maze" are either lucky; have had some inside information from a mentor or other knowledgeable co-worker; or have been through it enough times that they know the pattern. The result is a mixed outcome of successes and failures leaving a supervisor scratching her head. Some of her employees are succeeding, some are not, and she can’t determine what to keep doing and what to stop. It is feedback that will make the difference between the successful employee and the unsuccessful, so why is no one doing it?
Unfortunately, the reason is partly due to the fact that most employees associate the term feedback with criticism. This leads to tremendous stress for both parties and general ill feelings for several days following the session. It doesn’t have to be that way. Following are the steps I recommend for changing the neg
Ever wondered why antiques are so expensive and valuable? This is because they are commonly known as the representation of a specific era with its distinguishing style and design. It is not surprising why antiques are important to anxious collectors who of different antiques from across the globe. Among the several antique home equipment available, furnitures are mostly sought. However, a farm equipment can also become a classic and an antique. You might be surprised to know that a used farm equipment such as used tractors can gain value as that of vintage cars.By valuing the antique product, people also value the importance of its era. For, antiques are things created during a certain era -- making it more or less a hundred years old. Of course, it is not necessary for an object to
Those employees that do make it out of the "departmental maze" are either lucky; have had some inside information from a mentor or other knowledgeable co-worker; or have been through it enough times that they know the pattern. The result is a mixed outcome of successes and failures leaving a supervisor scratching her head. Some of her employees are succeeding, some are not, and she can’t determine what to keep doing and what to stop. It is feedback that will make the difference between the successful employee and the unsuccessful, so why is no one doing it?
Unfortunately, the reason is partly due to the fact that most employees associate the term feedback with criticism. This leads to tremendous stress for both parties and general ill feelings for several days following the session. It doesn’t have to be that way. Following are the steps I recommend for changing the neg
Why bother? Good customer service is the life blood of any business. Although new customers are important good customer service will help generate customer loyalty and repeat business. With each satisfied customer your business is likely to win many more customers through recommendations and remember, if you are not taking care of your customers, your competition will.A Customer Satisfaction survey will help you not only identify problem areas but will also demonstrate to your customers that you care and are proactive in looking for ways to improve the service that you provide.Where to start? Objective - Before you start compiling your survey you should first consider what the objectives of the survey are, in that way you will remain focused and fi
Unfortunately, the reason is partly due to the fact that most employees associate the term feedback with criticism. This leads to tremendous stress for both parties and general ill feelings for several days following the session. It doesn’t have to be that way. Following are the steps I recommend for changing the neg
Go Into The Summer Proud Of What You've AccomplishedStudy hard! The first piece of advice you should hear about having an enjoyable summer is that you should work hard in school BEFORE your summer vacation. Go into the summer break as a triumphant young scholar who has had victory over every exam and paper they threw at you over the course of the school year. Of course, you can still have a great summer even if you got a D in physics, but you'll have an even better one if you buckle down and get that B, or A.Make Sure You Enjoy Your Summer By Planning ItHow will you plan this summer when you're busy studying for physics? Especially if you're having a challenging year at school, you might not have a lot of free time. However, the most enjoyable summers take a little pla
Unfortunately, the reason is partly due to the fact that most employees associate the term feedback with criticism. This leads to tremendous stress for both parties and general ill feelings for several days following the session. It doesn’t have to be that way. Following are the steps I recommend for changing the negative perception of feedback. These steps will work in any organization--be it work, family, church or school:
Watch Your Language. If you are experiencing a strong negative reaction to the word feedback, don’t use it. Instead of calling someone to your office to give them feedback, tell them you have some information about their latest project. Other terms might be results, tips, numbers, or impact.
Avoid "May I See You In My Office?" Syndrome. Give feedback regularly, not just when something has gone wrong. Make feedback a regular part of any performance development agenda. When employees are asked to come by your office for a special reason, you have already fostered anxiety and distrust of a necessary process. By building these conversations into routine events, employees know what to expect and will be more willing to see your point and work on changes.
Enough Already ! Limit each session to one (at the most two) topics of performance to discuss. Don’t bring a laundry list of wrong-doings. Even the most confident individual will feel bullied (no matter how good you may get at giving feedback).
"After You" Is More Than Just Good Manners. Allow the person receiving the feedback to have the opportunity to start the feedback. This is done by suggesting a self-assessment in the area(s) to be discussed. By starting out the session with the employee giving their own assessment of their performance or behavior in the targeted area, you avoid a crime-and-punishment type relationship. Take the employee’s own self-evaluation and then see where your own notes are in sync. Build on these points and then move into any points not discussed.
So What? If you cannot tie the behavior or issue to performance goals, you are probably be
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