Giving constructive criticism to our employees in order to improve their performance is never easy     What it is, though, is absolutely crucial – to the business, to the team, to you and (most importantly) to the employee.  Here are my 10 quick management tips for giving constructive criticism (with plenty of additional resources […]

In his article ‘A Generation Y Perspective on Performance Reviews’ Kyle Lagunas – HR Analyst at Software Advice – gives some great insights into his (and presumably other Generation Y) expectations of, and frustrations with, Performance Reviews. In this article I’ve taken some of Kyle’s key points and with some comments of my own on […]

In my blog Giving Constructive Criticism – What’s the Problem? I talked about three of the reasons managers struggle to give their employees constructive criticism in order to improve employee performance. In this blog I’m going to talk about a fourth reason, what I call the ‘pain problem’   Here’s how some of the managers […]

In her book ‘Conflict 101: A Manager’s Guide to Resolving Problems So That Everyone Can Get Back To Work’ Susan H Shearouse says:       “On survey after survey the biggest complaint workers have is the perceived unwillingness of managers to take action against poor performers’   What’s going on here?   Constructive Criticism […]

Improving Employee Performance   I often coach business owners and managers in improving employee performance. Usually there is an area of employee performance – most often a behavioural element – that the manager finds unacceptable. It might be the way the employee communicates (or doesn’t), they way they organise their work (or not), they way […]

Artful Performance Feedback In an excellent blog post ‘Performance Reviews: It’s Not Only What You Say, But How You Say It’ Daniel Goleman talks about ‘artful performance feedback’ and gives the example of saying something to the employee on the lines of ‘When you do X, it does not help get to Y, because of […]

When we are giving constructive criticism, we are seeking to motivate the employee to make a change – a change that leads to improved performance. Here’s a useful model for explaining the need and gaining agreement to making that change;   ACTION & RESULTS   & CONSEQUENCES  = AGREEMENT Action Is about explaining in clear, objective, non […]

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