Posts Tagged ‘feedback’

Employee Nourishment: Feedback

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From an informal ‘well done’ to a performance review, feedback is the key to growth for your employees and ultimately your organization. Employees not only value feedback from their supervisors but, when it is given in a consistent, kind, and constructive way, it results in increased productivity and job satisfaction. So, how do you, as a leader or manager, best give feedback? Studies reinforce the value of feedback and how employees respond to both positive and negative interactions with management. Employees react up to six times more strongly to negative interactions with their supervisors, and this is especially true when…

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The Influence of Feedback in the Workplace

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For most companies in the United States, annual performance reviews are still the norm. They assist organizations in determining compensation, employee development, promotions, and, in some cases, terminations. While many businesses feel annual reviews are necessary, they were never intended to replace on-going feedback, and studies show they leave a lot to be desired. Well, more than half of American workers feel that they are not receiving enough feedback and in this age of increasing turn-over, it’s easy to see the importance it holds. Adequate and consistent feedback can make the difference between an empowered employee and a failing employee….

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PIP: Empowering Employee Success

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A performance improvement plan (PIP), also known as a performance action plan, is a tool that that can be used to assist struggling employees in improving their performance. This step by step plan establishes a clear timeline for employee improvement, while still holding them accountable for past performance and setting clear expectations for the future. When used correctly, a PIP can not only empower an employee to take control of their performance, but it can help build stronger relationships between management and employees, thereby improving employee satisfaction. Before implementing a PIP, take time to carefully consider if a PIP is…

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