Last week we gave you some best practices to use in your performance appraisal process, and we promised that we would share some dos and don’ts when delivering feedback. Take a look at these examples of a bad way to give feedback and how to be more effective: Bad way: ‘You’re always late for meetings.’ […]
Read MoreOur clients contact us asking for guidance when they wish to implement leadership development programs. There are usually two needs they have identified: Helping senior management become more effective at leading the organization and becoming more strategic, and Helping front line supervisors become more adept at managing their teams and learning basic management skills to […]
Read MoreWhen we find a client struggling through corrective action, we show them the process to manage performance effectively so that they can make better decisions about performance management outcomes. If they have not done so, we facilitate a discussion of what is expected of the role, both in terms of job duties and expected behaviors. […]
Read MoreIn our Human Resources consulting practice, one of our favorite euphemisms for performance management issues is when a client tells us that they need our help because an employee “isn’t working out”. Our first response is usually, “well, tell them to go to the gym!” Kidding aside, we understand what the client means, but use […]
Read MoreIn the past, we’ve discussed various causes of workplace conflict as well as the importance of resolving conflict [see here and here]. But how do we go about addressing conflict when it occurs? The first critical step to handling conflict is understanding that it can be a positive influence in the workplace and should not […]
Read MoreAs mentioned in our previous post, most companies promote workers into supervisor positions because they seemingly deserve it, rather than have the talent for it. For example, a great contributor with long tenure may be given a promotion and put on a management track to keep them on the team. However, it should be noted […]
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