Firstly, let’s all get on the same page about the real meaning of “feedback” in an organisational sense. I say this because, unfortunately, the term "feedback" has come to serve as a euphemism for criticizing others, as in "the boss gave me feedback on my presentation."
In the conversation about succession planning, most of the discussion revolves around the future continuity of the business. Very little is said about the impact of such a transition in human terms. Below, Sherilyn Casiano examines this human factor and shares recommendations for how to effectively deal with the human aspect of succession planning.
Some people internalise and withdraw when something challenging happens; some like to externalise and let the whole world know about it and some can be total drama queens, turning molehills into mountains. Being emotionally aware, and cultivating the ability to recognise how you can react in certain situations will help you gain more self-control and be more considerate in terms of how your reactions can affect other people.
So what engages employees? The drivers differ region to region and person to person, but employee engagement is largely about social connections happening in organizations and aligning work experiences with employees’ cultural needs.
What works varies by industry, location, company size, and how much money and resources the organization has to invest into developing its culture, and its value and philosophy around employee engagement.
But there are factors that all highly engaged workplaces have in common.
How do the best places to work succeed at employee engagement?
According to media reports, the disgraced chair of the Co-op bank Paul Flowers was selected for the role of chairman as ‘he did well in psychometric tests’. What are the pros and cons of just using psychometric tests to assess a senior person's suitability for a role? Is it better to use a selection of assessment tools to recruit leaders? Karen Higginbottom investigates
Soft skills may not be something our grandparents might recognise but Generation X demand them in their work environment. The performance enhancing effect of soft skill management is widely established and equally disputed.
Employees deserve feedback. So we give it--sometimes with great results, sometimes not so much.
But there's one phrase you can use that will instantly improve the impact of the feedback you give--whether the actual feedback is positive or negative.
The following comes from Daniel Coyle, author of The Talent Code (one of the few books I actually give to friends) and The Little Book of Talent (a book I've written about before) and ablog about performance improvement that belongs on your must-read list.
With the myriad of learning delivery systems and applications available today, virtually anyone with an i-net connection is able to produce some form of eLearning material, and upload it to the world. Having a grasp of how the brain actually learns is essential if we are to produce content in ways that can be leveraged (in terms of learning value).