Feedback is something that can make or break employee performance. In fact, not providing feedback can be detrimental. Employees are two times more likely to be disengaged if they feel like they are being ignored by their manager.
Employee feedback is one of the most important (and most under-appreciated) aspects of running a business or managing a team. When overlooked and done improperly, it can result in low employee engagement, which will affect recruitment and retention. So, if it’s so important, how do so many of us let it go to the back burner?
One of the most challenging aspects of being a manager is effectively communicating with employees, especially performance feedback. If you’re a manager, the gifs below may seem like familiar reactions you’ve gotten from employees at one point or another in your career. If not, you’re either extremely good at what you do or perhaps a tad oblivious to the common blunders associated with being the leader. It’s time to improve how you deliver performance feedback. Check out these performance management mishaps and how you can improve them!
Gallup research reports, 82% of the time, employers hire the wrong person to manage and only one in ten people have the natural talent to manage…Yikes! The negative impact unsuitable managers impose on organizations has the potential to tarnish nearly every stage of the talent lifecycle, causing a ripple effect of damage on a company’s workforce.
Employee engagement continues to be a hot-button issue for employers and HR professionals worldwide.
Some of the questions swirling around this issue include: How, exactly, should we define employee engagement? Does engagement really drive productivity? Are employee satisfaction and happiness part of employee engagement? And, of course, how can we improve our engagement levels? Continue reading Rethink Employee Engagement — Already?
Sometimes managers just talk too much. Our mantra is listen more, talk less. Employees who believe they are being heard with resulting changes or tweaks to how things are run are generally the most satisfied in their jobs. They feel empowered and they feel they are a part of the process. Those who don’t feel they can share ideas, concerns and frustrations freely with their managers tend to feel isolated and constrained.It isn’t uncommon for employees to feel that they aren’t being heard. Listening to employees is a great way to get far greater buy-in from employees. What are their frustrations? What ideas do they have for improving things? Are there things the manager isn’t aware of that could help in addressing a number of performance and morale issues? Continue reading A Pee Wee Herman “Listening Culture”
Employee morale is not something to be taken lightly. According to the Harvard Management Update, in roughly 85% of companies, employees’ morale declines sharply after their first 6 months on the job and it continues to deteriorate for years afterward.Getting employees motivated is a commonly heard theme in organizations. But the real problem appears to lie in stopping those same organizations from demotivating their employees. When morale declines as much as is suspected in so many organizations, there is something amiss in how the employees are being managed and interacted with.
Managers, supervisors, and executive management often unwittingly damage employee morale little by little by saying and doing things that rub employees the wrong way. Stopping that behavior is sometimes easier said than done. But it can be managed. Continue reading How Do You Spell Morale?
We all know managers who just don’t have the intestinal fortitude to bring performance issues to the attention of their employees when needed. These “chickens” aren’t doing themselves, their employees, or the organization any favors. Far from it, in fact.The damage done by these managers is almost unforgivable. Believe it or not, most employees actually want to know when their performance isn’t living up to expectations. To ignore or soft-sell performance issues creates a culture lacking appropriate accountability. And there is an ongoing deterioration of productivity and effectiveness that impacts overall success. Continue reading Know Any Chickens?
The way feedback is handled is vital to the way the messages are received by employees. It never ceases to amaze just how careless some managers can be in how they provide verbal and written feedback.
During feedback about performance, employees have a heightened sense of sensitivity about what they are being told and with the normal “noise” that occurs in interpersonal communication, the stage is set for misunderstanding and hard feelings to develop. Being crystal clear when providing feedback during informal and formal interactions is more than just a little important.
Some managers believe that just giving feedback is sufficient. They lack an awareness about how much impact their words can have on their employees. Because employees often misinterpret what they are being told or they hear what they want to hear, the words spoken or written by the manager have to convey exactly what they mean. Continue reading Sticks and Stones May Break Your Bones, But Words Will Hurt You Too!