Feedback

Just because leadership feedback is positive doesn't mean it's helpful.

Giving feedback, particularly constructive feedback, is often a stressful task. As counterintuitive as it may seem, giving feedback to a top performer can be even tougher. Top performers may not have obvious development needs and in identifying those needs, you can sometimes feel like you’re being nitpicky or over-demanding. In addition, top performers may not […]

Asking an employee to write a self-appraisal using the company’s appraisal form is a common performance management practice. It’s a deceptively attractive technique. An employee’s self-appraisal and rating should give the manager valuable data on the quality of an individual’s performance. It previews what to expect when the two sit down to discuss the manager’s […]

Why you have to listen before you criticize.

Tailor your approach to experience levels.

When the economy is slow and unemployment rates are high, it’s easy to think your employees will happily stay put in their current jobs. But that’s a dangerous assumption. Research shows that voluntary turnover rates increase as consumer confidence builds. This means, as a manager, you need to figure out ways to retain your top […]

Realizing that customer retention is more critical than ever, companies have ramped up their efforts to listen to customers. But many struggle to convert...

What to do if your boss is stingy with pointers and advice.

It’s about dignity, fairness, and restoration — not blame.

Four tactics to get the information you need to grow.

Focus on how to improve next time.

Some people just can’t make up their minds. The same goes for some companies. Leaders can eradicate indecision by transforming the tone and content of everyday conversations at their organizations.

The five components of emotional intelligence and how to improve each.

Last night, American Idol gave eight contestants another shot at becoming a star. All of the evening’s young singers had failed to make it through in previous rounds, and this “wild card” show provided a second — and final — chance. One performer I watched with special interest was Jesse Langseth, the red-headed chanteuse whose […]

The higher up in the organization you get, the less likely you'll receive constructive feedback on your ideas, performance, or strategy. No one wants...

It's about more than keeping quiet.

It makes it harder to give feedback.

Use these six steps to guide your thinking.

Yes. There are good reasons to differentiate between how you treat people. If you do it right, you’ll see the results in improved organizational performance. by Lauren Keller Johnson

“Great job!” is not helpful.