TM - October 2007 - (Page 22) recruitment & retention assessment & evaluation compensation & benefits performance management learning & development succession planning [assessment & evaluation]by Michael George Delivering Effective Feedback You hear so much these days about providing employees with feedback: more feedback, better feedback, useful feedback, relevant feedback, positive feedback. And that’s just the beginning. Is this a recent phenomenon related to a new generation of workers, or have we just become more enlightened about the value of providing employees with regular updates on how they’re doing? If you’re a manager, you’ve probably been told you need to keep your employees engaged, motivated and informed. You must ensure they know how their job relates to the organization’s strategic objectives. You need to constantly tell them what they’re doing well and then deliver coaching and mentoring for “areas that need improvement.” The previous generations of workers simply opened an envelope at the end of each work week and figured if they found a paycheck instead of a pink slip, they must be doing something right. They didn’t seem to crave endless praise, attention or feedback. Rather, they simply assumed the boss would let them go if they weren’t doing their job — for most workers of the previous era, no news was good news. At the same time, the notion of the boss delivering a performance improvement plan, or coaching an underperformer, was not com- 22 talent management magazine www.TalentMgt.com http://www.TalentMgt.com
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