Revisiting Feedback…Give ‘Feedforward’ a Try.

Nobody likes feedback.  It is almost always associated with judgement, its usually negative and in many cases it creates a feeling of conflict.  It has become a dirty word, not just at work but in many aspects of our lives.  In most cases giving feedback is really code for “I don’t like something you are doing and want you to stop”. So why not take a new approach?  Why not try ‘feedforward’? To improve performance, try Read the full article…

Written by Deanna Hunter

On the category of Performance Management + Talent Retention

Preparing for a Termination Meeting

Getting your Ducks in a Row

Most managers take a lot of time and expend a lot of energy in ensuring that they have done their due diligence when deciding to terminate a poor performing employee.  Important stuff for sure.   Paying some attention to the actual termination meeting itself is also important but often overlooked. The goal should be to get through the meeting without anyone feeling tortured or beat up, and with all parties leaving with their dignity intact.  Here Read the full article…

Written by Deanna Hunter

On the category of Human Resources + Performance Management

Getting Better at Giving Feedback

Practice Makes Perfect

Giving feedback is something that many people struggle with.  We usually fear it because we assume it will create conflict, make someone feel bad, and it is just uncomfortable in general.    At work, not providing feedback can have lots of different effects – pretty much all negative.  Check out my post on this topic at http://ridgegatehr.ca/point-out-what-your-employees-arent-good-at/ for a quick reminder of some of those negative impacts. The thing is, giving feedback is a skill you can Read the full article…

Written by Deanna Hunter

On the category of Performance Management + Talent Retention

Point out what your Employees aren’t Good At

It will probably hurt you more than it hurts them!

I recently read a short post on The Tim Sackett Project about how to tell an annoying candidate, who keeps coming back to apply for more positions, that they suck.  That they just aren’t going to get hired.   It’s a good post.  You should read it. In case you’re wondering, Tim’s advice on that topic was… just tell them!  That’s it.  I wholeheartedly agree.  I’ve always used this approach for any situation where someone at work sucks at Read the full article…

Written by Deanna Hunter

On the category of Performance Management + Talent Retention

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