Tag Archives: Improving Performance
Why badly given feedback is worse than no feedback

  When you give feedback in the right way, you improve intelligence. When you do it badly, you do the reverse.    (Of course, it is much easier to give feedback if there were smart objectives or smart targets in … Continue reading

Posted in Feedback, Grapevine, Objectives, Performance Management, SMART Objectives | Tagged , | 1 Comment

What’s a Handbag got to do with Objectives?

  Here’s a story of how an employee’s bad (non SMART) objectives led to me losing a very nice handbag.   It’s a story of the consequences of badly-written objectives for your customers and for you.   Many years ago … Continue reading

Posted in Grapevine, Improving Performance, Leadership, Objectives, Performance Management, Poor performance, SMART Objectives | Tagged , , , | Comments Off on What’s a Handbag got to do with Objectives?

If it’s not broken, don’t fix it?

  Most days I go for a run along the lane at the edge of our village.   It’s a lovely route, marred only by the litter I find along the way. Once someone even left a fridge freezer in … Continue reading

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How do you know if you are doing a good job as a manager?

  How do you measure your performance as a manager?     If you have been reading these blogs for any time at all, you will know that measuring your performance against your objectives is vital. But there are other … Continue reading

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How do you give feedback to people who don’t want it?

  The short answer is, you don’t. What you do is achieve your goal in other ways.     Firstly, what is feedback?   Feedback is just factual information about what you said or did and the consequences of those … Continue reading

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Keys to an ideal performance review

  What’s important about how you carry out a performance review or appraisal?   The first time I did one, I had had no training, no preparation and hadn’t even had a review of my own. So I had no … Continue reading

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When should you give feedback?

  Do you ever give feedback to people in your team? And if so, when?   Running a workshop yesterday I got the usual response to this question; people only give feedback when there are problems, and then they usually … Continue reading

Posted in Feedback, Improving Performance, Management Skills, Performance Management | Tagged , | 2 Comments

What are appraisals and PDRs really for?

  Do you remember the first performance review or appraisal you carried out?     My first appraisal   When I think back to the first appraisals I carried out, I cringe with horror. I had no idea of what … Continue reading

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