How to Get Employees to Improve? Issues with Feedback

Performance Management (Appraisals)
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Performance Management (Appraisals) > Forum

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
 

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My Favorite Question

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More on Performance Management (Appraisals)
Summary
Forum
How to Get Employees to Improve? Issues with Feedback
🔥Optimize on the Strengths of your Employees
Tips on Performance Management of Employees
Best Practices
🥇Checklist of Common Errors in Performance Appraisals
🥈How to Achieve Fair Performance Appraisals?
🥉No Routine Annual Performance Appraisals
How to Give Constructive Feedback? Models and Tips
Concerns not Previously Discussed During Performance Reviews
How to Deal with Average Performers?
Open Communication? Try Coffee Talks
Wrong Use of Employee Appraisals
Three Types of Performance Appraisals
Obsession with Quantifying Human Performance
Broken Confidentiality of Performance Appraisals
Don't Forget Appraisal Follow-up
How to Deal with Poor Performers and Non Performers?
Conditions for Successful Performance Appraisals
Outcomes of Performance Appraisals
How to React When You are Undervalued?
How to Prepare for a Performance Appraisal as Appraiser
Tips for Ensuring Performance Appraisals Hold Up in Court
Appraisal for Future Job?
Avoiding Biases in Performance Appraisals
Consider the Job Situation in Appraisals
Appraise the Past, Develop for the Future
Decentralized Performance Appraisals
Disparaging Appraisal Terms
Performance Appraisal Quotes
Theory of Performance Appraisal?
Bonuses.. what is Fair to All Within Large Corporations
Double Purpose of Employee Appraisals
How Role Clarity and Employee Performance Management can help with Strategic Focus
How to Deal with Very Good Performers?
Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
Deloitte’s New Performance Management System
New Performance Appraisal System for Teachers in the Philippines?
Subjectivity in Performance Appraisals
Value System Appraisal
Annual Confidential Report (ACR) Systems
Comparing Appraisals with Examinations
How to Receive Personal Feedback? Tips
Appraising the What and the How
Feedback Should be Like a Mirror: Neutral
How to Conduct Appraisals in Project Organizations?
The Best Methods of Performance Appraisal System in Government Sector
From Business Objectives > Department Deliverables > Employee Objectives > Performance Appraisal
Methods for Evaluation of Employees
Performance Appraisal and Salary Determination
Performance Appraisals are not Fair
The Meanings of Performance Evaluations
Difficulty of Conducting Performance Apprasals in an R&D Organisation
Special Interest Group Leader

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