Time after time, I see the more successful managers doing something differently than colleagues. They have made a habit of regularly checking in and talking with their employees. These on-going check-ins foster a comfortable forum for communication and feedback. In practical terms, effective managers hold individual “one-on-one” meetings with each direct report. “Oh, no! Not MORE meetings!” is a common reaction to this recommendation.
For many leaders, giving feedback to employees is the only thing harder than getting feedback. “I don’t want to sound like a jerk” is how one new manager described the awkwardness of providing constructive feedback. No matter the industry, organization, or level of position, giving feedback often makes leaders uncomfortable. What happens when people get uncomfortable? Naturally, they procrastinate!
We’ve all had those moments that test our self-awareness. You know the one where someone says something about how they see you – either directly or through 360 feedback – and it just doesn’t match your self-image. “That’s not right – I don’t see myself that way!” We experience a fair amount of denial, but on some level, we fear the feedback might be true.
People often ask us about what makes a good employee survey. The quality of an employee survey can have significant implications for your organization. Here are the 6 things that stand out to us the most based on nearly 20 years of experience helping companies use opinion surveys to move to drive a strong culture of continuous improvement.
A strong network is essential for success, especially nowadays as people change jobs more often, companies evolve faster, and job security is a distant memory. Most executives will testify that you can’t get to their level without a strong network and strong sponsors; still, for the majority of the women with whom we work, active networking does not happen enough.
Motivated. Reinvigorated. Excited. These are not typically the words that describe me after spending three long days in a conference hotel. Something was better about my experience during this year’s Annual Conference of the Society for Industrial and Organizational Psychology (SIOP). And for anyone planning a conference, these 4 highlights are reasons why.