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Corporate Culture and OD
All the best articles available on-line about Organisation Development and Corporate Culture. This enables OD, HR, Change and OE practitioners to be more effective in their attempts to improve the culture of the organisations and businesses they encounter.
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Rescooped by Alexis Assimacopoulos from Human Resources Management
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Why Managers are so Poor at Feedback- Like Giving a Towel to a Fish

Why Managers are so Poor at Feedback- Like Giving a Towel to a Fish | Corporate Culture and OD | Scoop.it

Is the manager’s most important job to give feedback to employees? ....Study after study point to managers who are poor at giving feedback as the major reason why performance appraisals fail.

 

Excerpts:

"...most managers are so poor at it which means the feedback is infrequent, poorly timed, of poor quality, or all three."

Sibson Consulting reports that HR professionals are frustrated because managers don’t give constructive feedback and 58% of HR professionals give their number one feedback tool, the annual performance review, a C grade or below. 

 

Study after study point to managers who are poor at giving feedback as the major reason why performance appraisals fail.

 

...[The] ..four big reasons (barriers) why feedback is poorly done now:

 

…what managers call feedback is not feedback at all. It is criticism. Feedback is data from a process that is used for learning.    Second, current HR polices require managers to give the feedback. Why not give employees the ability and autonomy to collect their own data? ... Why not provide autonomy and trust to employees instead?    Third, the work environment most often discourages open and honest feedback. …How can managers give feedback to something they can’t see?    Fourth, most managers intuitively know….Attempting to provide feedback on the behaviors of employees without studying the entire system (the context) is like trying to explain how to use a towel to a fish.   Related posts by Deb:      Curing ONE of the Seven Deadly Diseases of Management, Performance Appraisals

       

From Chaos to Creative Performance Development in a VUCA World (One that is Volatile, Uncertain, Chaotic and Ambiguous) - Slideshare

        

A History of Performance Appraisals: Letting Go to Power New Culture
photo:  by deepwarren Flickr cc 

 


Via Deb Nystrom, REVELN, shawn kelly
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Deb Nystrom, REVELN's curator insight, October 30, 2013 12:52 PM

This helpful article points to the systemic source of problems in performance appraisals and feedback.  It also implies that data and business intelligence have a bigger role that managers could help happen.  

Getting data in the hands of those who could best use it for, direct, untainted, well-timed feedback relieves managers of a burdensome, low-value task and empowers them to direct data tools to where they can do the most good.  ~  Deb

Rescooped by Alexis Assimacopoulos from Change Management Resources
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Why Change Management Research Fails, Moving the Cheese Perspective

Why Change Management Research Fails, Moving the Cheese Perspective | Corporate Culture and OD | Scoop.it

"Personality gets all the headlines while context [for change]  is ignored."

 

...The challenge is that the researcher needs to define (bound) the change.  By defining the change, the researcher limits the amount of people he or she can send the survey to.  Researching a particular change, rather than change in a general sense, is not without its own set of challenges, but that is for another post.


- See more at: http://www.howtochangemanagement.com/2013/10/why-change-management-research-sucks.html#sthash.xkvnrn6g.dpuf

 

Related posts by Deb:
     

Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems   

          

Two Tried & True Change Models – Evergreen for Agile Change

        

Messing up a Change Implementation with Someone Else’s Learning Culture?


Via Deb Nystrom, REVELN
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Deb Nystrom, REVELN's curator insight, November 6, 2013 11:22 AM

Getting the type of change right, as well as knowing the right questions to ask, is a part of increasing the liklihood of success in planning and adjusting to change along the way.  ~  Deb

Rescooped by Alexis Assimacopoulos from Transformational Leadership
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"Transformational Leadership" Curbs Bad Attitudes Towards Change, Shows Rare Study of Correctional Officers

"Transformational Leadership" Curbs Bad Attitudes Towards Change, Shows Rare Study of Correctional Officers | Corporate Culture and OD | Scoop.it
Transformational leadership http://t.co/VMta8PE9Hd

Via Susan Bainbridge
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