Tag: feedback
3 Stories: “Just Get It Done” Damages Performance
It’s not enough to announce to your staff, “Just get it done!” Because either they will or they won’t. If a manager communicates performance feedback without a real understanding of how the job gets done... Continue reading
Do You Struggle with an Employee Who Can, But Won’t?
What if you’ve got a functionally competent employee whose performance is just not up to snuff? Perhaps most areas of her work are fine, and a few are outstanding, one or two crucial aspects are... Continue readingWhat Should a Leader Do When the Team’s in Conflict?
No matter what you’ve told your team members about working things out together, and how you’ve tried to address the underlying structural problems that can trigger conflict among co-workers, folks are still showing up in... Continue reading
Manage Better by Understanding Mistakes and Why People Make Them
Many companies use some kind of program for “measuring quality,” but the result of these assessment is typically expressed in “error rates.” Error rates are pretty worthwhile when they’re used to identify process steps that... Continue reading
Are You Coaching? Or Just Waving Your Arms?
A lot of what passes for coaching -- in workplaces, in homes, even on kids’ sports teams -- is really just a lot of exhortations and fervent repetitions of normative statements. It doesn’t help the... Continue reading
A Positive Charge for a Negative Employee
How do you handle a perpetually negative employee? You may get an idea from this bit of conversation that I had with a distressed client about a pivotal but consistently negative staff member we’ll refer... Continue reading
Are You a Leader Who Knows How to Listen?
For the past six weeks I’ve been writing about why employees need to be able to give their bosses feedback -- and what both managers and organizations lose when they discourage that feedback. Now it’s... Continue reading
What If You Could Lead Better by Listening Better?
Any student of management will tell you that it’s stupid to ignore your staff’s feedback -- not to mention impolite, inefficient, and often directly and obviously damaging. You don’t necessarily have to act on staff... Continue reading