Category Archives: Feedback
High self-confidence and self-esteem can prevent people from improving: if you are not aware of what needs improving, how can you get better?
When managers are not happy with employee performance, they often provide improvement feedback, advising the employee what they want to see. Sometimes it’s general: I want to see an improvement in your communication You need to improve your relationships with the finance department. I’d like to see more employee engagement. […]
Most people are overly focused on getting work done and the interpersonal skills required to work well with other people well gets second (or third or fourth) billing. However, if you are looking to have more effective conversations, you can!
When you ask ‘yes/no’ questions, you are often only looking for two possible answers. Sure – that’s more efficient. And everyone these days wants to be getting things done more quickly. But it limits the information you get before you even get it! And information is incredibly useful.
Employee engagement is what organizations are focused on today and the success or failure to create an engaged workforce lies squarely between the manager and the employee. It’s been said that people join organizations but stay because of management.
I’m delighted that these folks want to engage my services. They want to achieve their goals. They just don’t want to simply engagement my services …. they want our work together to be fast, pain free, easy, inexpensive and brilliant.
Some see the death on another as a wake-up call for their own life: life is short. Don’t waste a moment. Do what you want, say what you want, and live the way you want. There is no day but today. Live a life of intention. The other day I had a sobering thought: what will people say about me when I am gone?
We seem to be ready to go to opposite corners these days. Managing conflict well requires a set of skills. How the issue is handled is often more critical than the issue itself. Learning how to speak your mind requires a clear set of some rules of engagement. No hitting, no spitting, no threats of bodily harm! You don’t have to pick up your ‘bat and ball’ and vow never to return. We all can manage friction better with some clear guidelines.
With the pressures and constraints the boss is working with in our ‘get done more with less’ workplace, workers need to work together with their boss, not simply for their boss.
Unless you work with people who were raised exactly as you were raised, went to your school, and had the same financial advantages or disadvantages you did – there are going to be areas where you think differently and have different perspectives and ideas. That can lead to friction.