…the recently expected informal performance communications highly depend on managers’ willingness and proactivity. Hence, organizations are responsible to ensure managers’ training, and also to track and reward the intended behaviors.
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A manager’s listening ability has implications for the effectiveness of the work team and the organization, but also for its own success…
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…employees may view feedback inquiry as having both benefits and costs, and what influences their decision to seek it or avoid it has been under questioning by researchers. Who is most likely to be an active feedback-seeker?
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With population aging, organizations are facing an increasingly diverse workforce. This has pressured human resources practitioners to reflect on how to manage effectively the performance of multiple generations and to debate the need to tailor their practices to different age groups.
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To disentangle the complexity of personality, the well-known Big Five theory identifies 5 main traits to describe a person. These traits have been associated with reactions to feedback and the way feedback impacts job performance in turn.
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…the greater emphasis put on the leaders’ role in the performance appraisal process has led to a shift towards the “manager as coach”. Instead of being an “appraiser”, the supervisor becomes a developer using the day-to-day interaction to sustain employee learning, engagement and performance.
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As most people who experienced giving feedback know, the same kind of feedback may have an energizing and positive effect on one employee, and a very dissatisfactory reaction on another. Feedback Orientation as a decisive ingredient…
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…developing high-quality relationships makes it likely that employees will take feedback on board, because they feel heard and have higher trust in the positive intentions of the supervisor
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…it is not sufficient to provide feedback in the right way. Careful attention to the timing and to frequency are key to ensure it brings positive outcomes.
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…when in fact we must deliver negative feedback, what exactly is the best way to do it so that we guarantee these perceptions of fairness?
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…feedback is often seen controversially, as it may elicit both feelings of support and trust, but also defensiveness and negative emotions. So, how can we use feedback to maximize its benefits and avoid its risks?
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