November 28, 2016

Manager and employee in a performance review

Giving specific and constructive feedback enables employees to stay on track and produce top quality work. Your employees want to know how they’re doing whether it’s good or bad. Feedback is a way to avoid misunderstandings, correct minor performance mishaps before they become a problem, and keep them engaged and working toward their goals. Whether employees are doing great or not being held accountable, feedback improves engagement and motivation in daily tasks. Here are 5 ways to improve giving employee feedback in the workplace:

Make it One-on-one

Employee feedback should never be a public event. Feedback should be delivered in a private one-on-one meeting regardless of positive or negative content. People don’t want to be the center of attention, and employees are less likely to respond to public feedback as they would in a private setting.

Make it a Two-way Conversation

Effective employee feedback is a conversation between an employee and the manager. Many times employees are on the front lines of the organization, so they have a different understanding of what is working and what is not. And make sure that the conversation is comfortable so your employee feels empowered to respond to you with constructive feedback.

November 18, 2016

Executives in a meeting room

The phrase "Do as I say, not as I do" doesn’t apply in the workplace. Employee performance is a reflection of the executive team and their performance as leaders. If employees are consistently not performing at the level or standard that management expects, it might be time to review the performance of management by asking some targeted questions:

  • Have they made the organization’s mission and expectations clear?
  • Have they helped employees align their goals alongside the businesses goals?
  • Are they giving regular feedback and engaging in two-way communication?

Engaging and motivating employees starts on day one. Expectations and individual goals should be made clear on the first day so there are no misunderstandings later down the road. The organization’s mission should also be made clear on day one, so employees know what they are continually working towards. Without a clear mission, employees can lose direction and their performance can suffer.

November 9, 2016

Chris Lennon

BirdDogHR’s Chris Lennon recently contributed an article to Home Business Magazine about when and how often you should provide your employees with feedback.

According to studies, if employees are offered quarterly assessment and feedback, they are 45% more likely to have above average performance. So why aren’t more companies offering regular feedback? Most would say it’s an issue of scheduling but Lennon has some ideas on how to work around the hurdles that many employers face so that your organization can cut turnover rates and increase employee engagement.

Check out the full article here.

June 21, 2016

Three smiling office workers

Leadership styles of executives dictate the outcome of operational success. A positive leader engages employees and motivates them daily. A negative leader impacts turnover and leaves employees feeling defeated. What kind of leader are you?

A leader that acts as a mediator enables employees to produce their best work through collaborative relationships and consistent feedback. A mediator’s leadership style acts on behalf of a larger group. They make employee needs a priority and are able to create a productive environment. Positive leaders get organizations put on “Best Places to Work” lists, while employees compete to work under them. Good leadership can be felt throughout the entire organization. Open two-way communication decreases misunderstandings and boosts morale. Employees feel that their work is impacting the success of the company and want to develop their skills as a result.

May 17, 2016

Young woman holding tablet

Everyone likes to be positively acknowledged for their work, and nobody likes to spend time and energy working on a project only to be told to start over. Timely feedback can reward work or allow check points to ensure a project is on track. Managing employee performance is one of the most critical challenges any organization will face. If the core of your company isn’t performing well, you need to understand why and be prepared to give specific developmental feedback. Implementing a performance management program can help your company track employee performance and the fulfillment of goals while maintaining a high level of employee engagement and motivation.

Performance management allows employers to understand strengths and weaknesses of the overall team. This holds each member accountable for their actions and work, while allowing you to have complete faith in their ability to help the organization stay competitive in the changing marketplace. Annual performance reviews have become a thing of the past as they ineffectively gage employee work and performance. Performance management isn’t a yearly score; it’s an ongoing conversation and coaching with a strong focus on employee engagement.

March 16, 2016

Manager and employee in a performance review

Performance management is not the annual performance review that it once was. Performance management has transformed into a consistent conversation and feedback loop between you and employees. This allows team members to direct their own career development toward company goals. Performance management helps you understand the strengths and weaknesses of your team, then adapt to best utilize their core competencies. Employees will flourish when you start using performance management that is driven by ongoing feedback and communication. 78% of employees said being recognized motivates them in their job (Source) and performance management is a great way to identify those successes.

October 16, 2015

Woman with glasses smiling in office

Most businesses wouldn’t be where they are today without setting goals or reviewing performance of the company and its employees. Goal-setting and performance reviews create a solid foundation for company growth and success. Performance reviews enhance employee engagement and, according to The Hay Group, companies with high engagement have 2.5 times more revenues compared to those with low levels of engagement. As strategies to improve employee engagement continue to keep HR and business leaders up at night it’s important to understand the factors that contribute to employee engagement. According to Forbes magazine, the five elements that drive engagement are:

  1. Meaningful work
  2. Hands-on management
  3. Positive work environment
  4. Growth opportunity
  5. Trust in leadership

A solid performance review process touches each one of the fore-mentioned elements. Employee success is made possible by reviewing progress often, integrating personal goals with company goals and providing employees insight into how their actions contribute to company success. Read on to explore the benefits of performance reviews and goal setting while also avoiding mistakes before they’re made.

June 23, 2015

Goal Ahead traffic sign

Have you ever tried to drive somewhere with no idea how you were going to get there?

No maps. No GPS. No Siri to guide you turn by turn as you arrive smoothly and safely to your destination. No copilot who knows the way. The only knowledge guiding you is your ability to drive a car and read the signs along the way.

Hard to imagine, isn’t it? Sure, you may get there. But, how long will it take you? How much gas will you waste driving in circles? How many times will you have to swallow your pride and ask for directions, and then try to decipher those directions as you pull away?

Exhausting. Frustrating. Time consuming. Costly. These are the words that immediately come to mind during this journey … save for those that aren’t fit to print.

Imagine that you went through all of this and found your way. You’re relieved and excited, but it quickly fades away because you have no idea what to do now that you’ve arrived. Nobody told you. You just knew you had to get there. Now what?