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An Rx For Your RÉSUMÉ
Whether you are an accountant, virtual assistant, or a corporate executive, your job skills are constantly refined. A new sales presentation you've organized or the new spreadsheet package you've mastered should be included on your résumé. You may...
Heating Up Cold Calls: 21 Tools for Tremendous Telephone Techniques
OK, let's heat up the cold-calling debate. Is everyone a salesman? Yes! Do most people have to make cold calls at some point? Yes! Do most people hate to make cold calls? Yes! So, you have two choices; either hire someone (a professional...
Job-Search Strategies: Real Estate to Pharmaceutical Sales (Career Change)
One of the largest challenges facing career changes is going from one industry to the next. Working with a recent clients, we came to the conclusion that with some ingenuity and persistence, even large obstacles are nothing more than "paper walls"...
Starting a Jewelry Business? Home parties are a great way to sell your work.
Home parties have been used successfully to sell everything from cookware to naughty nighties; most of these small businesses are part of a large, organized national franchise, but the home party concept is also a perfect way for local crafters...
Things do not change. We do.
We live in a world of constant change, and even though the vast majority of these changes are for the better, change is still something that many people - and therefore many organisations - can find extremely difficult to deal with. Why is this,...
 
Constructive Feedback - How to get the Best from Your Employees*

Feedback has become a widely used buzzword in recent years and it's more positive brother, constructive feedback is seen as a more developmental process for employees. But what are the keys to getting the best from constructive feedback?

Giving feedback in a constructive way is beneficial for everyone. Your employee values your experienced and focused input, thus improving their performance. You gain a better motivated team.

And your organisation benefits from a gradually evolving skilled workforce, leading to a stronger culture of sustainable performance growth.

Here are ten keys points which will enable you to get the best value from your workforce.

1. Instill trust - criticism can be a bitter pill to swallow, so sweeten it by showing that you're trying to help the person, not looking to feed your own ego.

2. Know your aim - work out what you want them to do differently and keep this in mind while you talk to them.

3. Think right place, right time - have the conversation as soon as possible after the incident, so that the events are still fresh. If it's a sensitive issue, take it somewhere private.

4. Set the scene - make it clear from the outset what you need to talk about. If you think the other person knows what you are going to say, then start with a question, such as, "How do you think this morning's presentation went?"

5. State what went wrong - help them get clear what they think happened first, then explain to them the positives of the performance - and the tricky bits too. Don't miss the chance.

6. Short and sweet - by ensuring that you keep the pain to a


reasonable timescale, they won't feel belittled. Make sure that you make your point and listen to theirs an have done with it.

7. Share the impact - it's also important to explain what the consequences of their actions will be, especially to the organisation. It isn't intended to scare them, more a gentle reminder of the bigger picture.

8. Be present - it's time to make time for them in this moment - they need you to be on their side. That can only happen if you give your full attention, so make every effort to do so.

9. Value them - at the end of the conversation it's time to let them know how highly you regard them. That they are a great member of your team and that they do great work. This is just one of those things to learn by.

10. Seek solutions together - and you and they are working collaboratively to make this work better in future. You are a team and all for one/one for all etc.

Remember, giving feedback constructively makes for growth in performance, as it is a learning exercise.

Treating people well in this situation is great for building relationships one-on-one, which will make for a developing workforce, and not one that feels constantly criticised.

About the author:

© 2005 Martin Haworth is a Business and Management Coach. He works worldwide, mainly by phone, with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, www.coachin g-businesses-to-success.com. (Note to editors. Feel free to use this article, wherever you think it might be of value - with a live link if you can).

 

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