Tag: feedback
How to Stop Counterproductive Criticism and Coach Constructively
One of the most frequent concerns I encounter when I’m interviewing business people — regardless of whether they work on the frontlines or are members of boards of directors — is that they rarely hear... Continue reading
How to Get the Most from Your Exit Interviews
Are you doing thoughtful exit interviews with all levels of departing employees? The exit interview is one of few concrete opportunities to learn what makes someone comfortable to work in your organization — or not... Continue reading
Have You Expressed Your Gratitude for Your Colleagues?
Most people like Thanksgiving for its relative lack of commercialism and its inclusivity. It’s all about food, friends, and family — an opportunity to be together in some semblance of comfort and caring. In many... Continue reading
In HBR: How to Work with a Manipulative Person
This article originally appeared on hbr.org. Almost everyone who’s ever gone to work has had to deal with an office manipulator. Unfortunately, most employees hesitate to go public with their concerns. And with good reason:... Continue reading
How to Give Uncomfortable Personal Feedback, with Grace
Most people feel awkward raising personal issues with colleagues. That’s especially true when those issues concern the physical body, seem like an inherent expression of the person themselves, or are things we would feel mortified... Continue reading
8 Ways to Prevent Participation and Innovation
Employees can be such a headache, especially the proactive ones! They’re always asking questions, wanting things to be either some new way or the way they used to be, or else they’re making suggestions and... Continue reading
Why Your Silos Are More Important Than You Think
Last month, a longstanding client brought me in after reviewing some recent customer research. The company provides a relatively complex service, and one of their most common and unprompted customer complaints was that the company’s... Continue reading
This is a Surprising Twist to Try When You Give Feedback
Standard guidelines for performance feedback call for content that’s specific, behavioral rather than personal, consistent, and delivered immediately after the triggering situation. But I’d like to suggest an alternative approach. If the behavior you’re trying... Continue reading