How to Get Employees to Improve? Issues with Feedback

Performance Management (Appraisals)
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Jaap de Jonge, Editor, Netherlands
As a manager, you are trying to improve the performance of your team members. And so you should. It's quite common to think that on their weaknesses is valuable to them and to their employer. And indeed for a simple, factual task this actually works. But science is teaching us that such thinking is actually wrong if we are talking about complex stuff like strategic thinking, managing, decision-making, leading, conducting job interviews, planning, marketing, selling, purchasing, negotiating, coaching, assertiveness, etc. In an article worth reading, Buckingham and Goodall explain there are 3 reasons why telling people what we think of their performance and how they should do it better does not work for complex jobs, tasks or skills:
  1. Telling people what we think of their performance and how they should improve it does not enable, but actually hinders them to learn and grow. Because we are poor at objectively observing and rating others. So we are unlikely to provide th (...) Read more? Sign up for free

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  Dr. Sapna Dadwal, Professor, India

Recognition & Motivation of Employees

A manager or a leader can improve his employees' p (...)

  Jeff Washburn, Strategy Consultant, United States

Coué's Law: Imagination Wins over Willpower

Forty years ago, I learned about Coué's Law - perh (...)

  Tom Wilson, HR Consultant, United States

Catch Them Doing Something Right

The more authentic your spontaneous recognition of (...)

  Charles P. Keith, Management Consultant, United States

Time for Applied Behavioral Science: DCOM

Understanding the motivators of an individual is k (...)

  Johan Billow, Student (Other), Sweden

Difference Between Improve and Correct

Thank you for interesting reading! I really need t (...)

  Jaap de Jonge, Editor, Netherlands

Correcting a la Buckingham and Goodall

@: Good question, thanks. Sometimes clear instruct (...)

  Riphagen, Financial Consultant, Netherlands

Recommendations in Relation to Performance Management System

The majority of large companies have a performance (...)

  Jeff Washburn, Strategy Consultant, United States

How do you let a person find out what s/he can do best?

You can turn the question around (Editor: “How can (...)

  Charles P. Keith, Management Consultant, United States

Be Careful of Mis-alignment in the Search

@: The questions are quite interesting but I would (...)

  srinivas, Lecturer, India

Inner Being ⇨ Focus ⇨ Performance

You would agree that performance depends on the fo (...)

  Jeff Washburn, Strategy Consultant, United States

Complex and Ambiguous Circumstances

@: You describe some of the variables involved whi (...)

  Maurice Hogarth, Consultant, United Kingdom

Itemised Response for Self Feedback

@: Charles an excellent example of coaching i.e. b (...)

  DC Blosser, Analyst, United States

My Favorite Question

I have found questioning to be a powerful manageme (...)

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