I'll need to read the book, but this is a topic worth discussing further, especially seeing as how we are close to the end of the year for the formal year end review process and how some companies are looking to change the process. Are we truly changing anything or just following buzz words, corporate speak because we think it's the right way. I think one of the challenges which you alluded to is being in the right frame of mind to receive feedback, but it also matters who is giving the feedback and how they are giving. I don't think we provide proper training/support for many line managers.
Thanks for the nice comment. I agree with you is important to know whether changes to the formal process are truly making a difference or just more of the same, done slightly differently.
But the good news is that research shows that even though there’s some impact on the way attention is given, still any attention is better than none. So managers have a great opportunity by simply caring and taking regularly. Hopefully through time you figure out and make things better on the way you do it, and that’s even better.
I also don’t see enough attention to training for managers. And when they exist, they are still rooted on the more traditional idea of feedback, which I sort of attempted to debunk in the article.
I'll need to read the book, but this is a topic worth discussing further, especially seeing as how we are close to the end of the year for the formal year end review process and how some companies are looking to change the process. Are we truly changing anything or just following buzz words, corporate speak because we think it's the right way. I think one of the challenges which you alluded to is being in the right frame of mind to receive feedback, but it also matters who is giving the feedback and how they are giving. I don't think we provide proper training/support for many line managers.
Thanks for the nice comment. I agree with you is important to know whether changes to the formal process are truly making a difference or just more of the same, done slightly differently.
But the good news is that research shows that even though there’s some impact on the way attention is given, still any attention is better than none. So managers have a great opportunity by simply caring and taking regularly. Hopefully through time you figure out and make things better on the way you do it, and that’s even better.
I also don’t see enough attention to training for managers. And when they exist, they are still rooted on the more traditional idea of feedback, which I sort of attempted to debunk in the article.