How to Get Employees To Be Interested in Negative Feedback

by | Feb 2, 2019

Here is a simple tip to get employees to both be willing to receive negative feedback and implement it:

“Jack Zenger and Joseph Folkman argue against the default assumption that most managers dislike giving negative feedback because they assume that people don’t like to receive it. In their survey of 899 people, Zenger and Folkman found that 57% of survey respondents prefer receiving corrective feedback and “when asked what was most helpful in their career, fully 72% said they thought their performance would improve if their managers would provide corrective feedback.”

Unsurprising? Knowing how to improve should help you improve, after all. The more significant takeaway from Zenger and Folkman’s research was that honest feedback is a two-way street. They “found that subordinates whose managers did not listen to their point of view before offering up feedback were significantly less interested in receiving negative feedback.”

So again, the first step for a project manager or peer that is trying to reach a colleague and share feedback that is effective and supportive is to be open to receiving it.”

One Question To Understand Any Company’s Culture?

by | Feb 1, 2019

Want to know the culture of an company? Ask people to tell stories/analogies about things that happen there that wouldn’t occur anywhere else.

This is also a great exercise for Human Resources, leader in charge of company culture, CEO, board member, and executive team member.

(I bet probably .01% of those leaders have ever asked that question.

It will tell them the truth about the culture. It’s a form of truth serum.

This key information is directly linked to performance, employee engagement and how much people care about the company.)

After you ask three or more people, look for the common themes (or lack of ones).

You’ll uncover significant insights by asking three people that question.

You’ll notice things like:

  1. Levels of trust, caring, support and vulnerability
  2. Value they place on creativity, innovation and risk-taking
  3. Is psychological safety present or not?
  4. Company values
  5. Does that company prioritize building great relationships?
  6. Do they develop their employees and help them build their career

Organizations can’t hide this information as long as you ask the questions. You hold the power. Use it!

#culture #HR #shrm #performance #leadership

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