How to Get Employees to Improve? Issues with Feedback

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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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		Recognition & Motivation of Employees Dr. Sapna Dadwal, Professor, India, Member
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		Coué's Law: Imagination Wins over Willpower Jeff Washburn, Strategy Consultant, United States, Member
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		Catch Them Doing Something Right Tom Wilson, HR Consultant, United States, Member
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		Time for Applied Behavioral Science: DCOM Charles P. Keith, Management Consultant, United States, Member
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		Difference Between Improve and Correct Johan Billow, Student (Other), Sweden, Member
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		Correcting a la Buckingham and Goodall Jaap de Jonge, Editor, Netherlands
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		Recommendations in Relation to Performance Management System Riphagen, Financial Consultant, Netherlands, Member
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		How do you let a person find out what s/he can do best? Jeff Washburn, Strategy Consultant, United States, Member
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		Be Careful of Mis-alignment in the Search Charles P. Keith, Management Consultant, United States, Member
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		Inner Being ⇨ Focus ⇨ Performance srinivas, Lecturer, India, Member
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		Complex and Ambiguous Circumstances Jeff Washburn, Strategy Consultant, United States, Member
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		Itemised Response for Self Feedback Maurice Hogarth, Consultant, United Kingdom, Premium Member
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		My Favorite Question DC Blosser, Analyst, United States, Member
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