Webinar: Making Feedback Less Painful

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We all know feedback is good for us. Effective feedback, both positive and negative, can help employees keep track of performance, feel more involved in the workplace and enhance employee engagement. Yet Gallup reports that, only 13% of worldwide employees are engaged at work.

So how can we leverage feedback to foster better communication and engagement?

Jason Lauritsen explains that most feedback processes fail due to a disconnect in how businesses and employees view the employment relationship. Employees nowadays don’t view work as a contract where compensation is exchanged for manual labor. Instead, they experience work as a relationship. Most approaches to performance management are traditionally designed with a “contract fulfillment” mindset – often at the expense of the relationship.

Join Jason as he explores how we can modify feedback processes by designing them to foster healthy relationships. His “relationship test” will illustrate how traditional feedback approaches have been damaging rather than building relationships, and help us better understand how we can make performance management more human-friendly.

Register for our 30-minute webinar

January 31st, 2017 – 10am PST / 1pm EST / 6pm GMT


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Presenter: Jason Lauritsen is an employee engagement and workplace culture expert who will challenge you to think differently. A former corporate Human Resources executive, Jason has dedicated his career to helping leaders build organizations that are good for both people and profits. http://www.JasonLauritsen.com

 

 

Getting the most out of 360 feedback

Guest blog post by Beth Steinberg. Beth has over 18 years of experience in organization development, talent strategy and leadership development. Her focus has been to help leaders and companies with complex organizational and growth issues. Beth focuses on driving useful employee programs, leadership coaching, executive development and organizational development.


 

Few concepts in psychology have been written about more uncritically and incorrectly than that of feedback.. . . Actually, feedback is only information, that is, data, and as such has no necessary consequences at all. – Latham & Locke

360 feedback has continued to gain popularity over the years.  Once a process used only for senior executives, new technologies, and transparent company cultures have propelled the process to include many levels of the organization.  While much of this change is positive, there are many things to think about when you embark upon a 360 feedback process for your team.

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Traditionally 360’s have been done for the following reasons:

  • To understand how the employee is viewed across an organization, including peers, key stakeholders and direct reports as part of a company feedback process.  It can also be used as “upward” feedback on a manager.
  • As an intervention designed to look at an employee’s performance when the manager has a concern that the employee is not performing well, does not align with the values and behaviors of the company, or to gather data on specific issue.  
  • To gather feedback to help the person succeed and develop in their career for development purposes.

During my career, I’ve observed many different reactions to the 360 process. Many times, I’ve seen 360’s go well, and watched the employee benefits from the process.  I’ve also seen the opposite.  Occasionally, I’ve seen total denial and a lack of trust in the feedback and the process, especially if it was used as an intervention, when the manager was looking for negative feedback.  The reaction has depended on why the 360 was being done, how it was delivered, and what happened after the feedback was given.   Continue reading

4 Manager Challenges and How to Overcome Them

Tips from Grovo, Soundcloud, Lifelabs Learning and Recruiting Inferno

Nobody said managing and leading a team would be easy. In fact, being a good manager is one of the most difficult responsibilities a person can take on. According to Gallup, only about one in 10 people have the talent required to manage. But, why is it so hard?

To find out what it takes to be a great manager, we sat down with:

Continue reading

5 Unique Ways Teams Benefit from Peer Recognition

Peer recognition is an extraordinarily powerful tool organizations of any size can benefit from. Whether you’re operating within a team of five or five thousand, each member deserves to be recognized for the contributions they’re making.

Although managerial recognition and feedback are crucial elements of a working relationship, there are some unique advantages to inviting the team to participate in building a culture of appreciation and recognition across the organization.

Here are a few of those benefits, and some tips on maximizing them: Continue reading

Appearance and being — do recruiters represent their companies?

Social referrals, viral social media campaigns and infographic job descriptions: there are hundreds of new ideas on how to attract new talent, but how innovative are companies internally?

burgerThe war for talent calls for an attractive recruiting process and of course, recruiters are more or less forced to use modern methods to attract/source the best talents. But I wondered how wide of a gap the perception of a company could be for a potential employee as an outsider, compared to a current staff member. My hypothesis: it differs a lot.

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StartUpHR Lunch – San Francisco

StartUpHR Lunch4.22.2013_3Last month we were approached by a Bay Area based HR group to host their monthly lunch gathering. Not something that we typically do, but this is no ordinary group. This group is comprised of HR professionals who hail from some of the hottest start-ups on the peninsula.

StartUpHR was founded by Cara Allamano, HR at Pinterest, to act as a forum where members can post questions about HR best practices in a start-up environment. It seems that HR folks love to pass on helpful information on things that have served them well. Members of the group receive guidance from their peers on all things HR, from the latest legal regulations and compliance, to employee retention and benefits.

It goes without saying that we were honored to participate and be one of the topics discussed within the group. It was also wonderful to meet existing clients who are members as well as putting faces to names of clients considering Small Improvements.

We also received many compliments regarding our tool so by the end of the event, the sun wasn’t the only thing shining!

The Power of Praise and Peer Feedback

Recently, RedBalloon published a survey about the importance of rewards and recognition at work. They interviewed over 3,000 employees from New Zealand and Australia and the findings can be found in a nice infographic below.

 

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The following infographic is from http://www.redballoon.com.au/corporate/