Here's how you can enhance your performance in HR Operations by seeking proactive feedback from your boss.

Yes, feedback is a gift! While feedback from your next level leader is important, a significant portion of what they will share is what they hear from others. In a support role, interpreting what others needs is difficult without strong relationships. Ensure that you have regular checkins with stakeholders and end users to see what they love and maybe don't like so much. This feedback can then be shared with your manager- showing that you value feedback, took intiative to get it and are reacting it to be a best in class function.

I had a manager once that challenged me to remain curious. Maintaining curiosity about business or processes is essential. And while essential, it is still secondary to embracing inquiry about oneself and one’s performance. It is by understanding the value of our add that we can continue to add and continue to bring value to our organizations through our leadership. The best way to understand whether the value we add is as impactful as it needs to be, is by, embracing inquiry and advice of others. By so doing, we able to understand the impact that we make as leaders in our organizations.

Initiate Regular Meetings: Set up bi-weekly or monthly meetings specifically for performance feedback. Prepare a consistent agenda to discuss recent achievements, challenges, and areas for improvement. Foster an open communication environment where your boss feels comfortable giving honest feedback. Active Listening: Practice active listening during feedback sessions, showing that you value their input. Keep a record of feedback received and the steps you have taken to address it. Report Back: Regularly report back to your boss on the improvements you have made based on their feedback. Show appreciation Maintain a positive attitude towards feedback, viewing it as an opportunity for growth.

One key mind set required to be successful in HR operations is to believe that there is always Opportunity For Improvements (OFI) in process on an ongoing basis. There is NO BEST process but there are BETTER processes and processes needed to keep evolving with changing organisation dynamics and needs of people. Voice of people , stake holder and reporting manager about HR operations processes need to be constantly reviewed and taken up as projects from time to time.

Open communication is crucial for building trust within any relationship, whether personal or professional. It involves transparency, honesty, and the willingness to share information openly. One of the key components is active listening, especially when asking for feedback.

I think as a team you need to set SMART goals. Continuous monitoring of those goals will help not only the teamembers but will also help align the goals of the team with overall goals set by the company . Individuals within the team have to work towards achieving the individual goals set which all ad up to the team goals .

Set clear, measurable goals and discuss these with your boss. Ask for their feedback on your goals - are they realistic? Challenging enough? Aligned with department objectives? Regularly review your progress towards these goals with your boss and seek their input on your strategies and performance. This proactive approach demonstrates your commitment to achieving results and your openness to feedback. It also ensures you and your boss are aligned in your objectives, which can lead to improved performance and a more effective HR operation.

Goal is the fundamental aspect for any employee to define their path towards achievement. In that prioritising the daily tasks is more important to smoothen the BAU with effective results. But no matter what, seniors guidance will play a crucial role to achieve the goal as a team with great efficiency and to improve the junior staff efforts excellency.

I agree with the clarity of goals for tasks and projects. Without this important information you and your team won’t know if you are achieving the goals, exceeding the goals or missing the goals. After goals are identified and the task and or project begins you will be able to ask for valuable feedback from your manager regarding areas to enhance or improve upon as the project continues. If there is time, I like to run through what the task or project is with someone who will be impacted to see if there is clarity in the communication and process. That individual can offer comment before the effort is launched.

HR is a constantly changing career field and therefore it is important that your goals aligns with the company objectives while being relevant to who you are as an HR professional. Setting actionable and measurable HR career goals will help you define your career phases and keep up with the professionals around you. If you want to achieve any goal, it needs to be as descriptive and specific as possible. People often create general goals that don’t give them much context or motivation. If you don’t create clear goals, it can be easy to let the hustle and bustle of life as an HR professional overtake the actions that will pull you out of those endless negative cycle.

1. Implement HR Technology: Adopt HR software solutions like HRMS (Human Resource Management System) to automate processes such as payroll, attendance, performance management, and recruitment. 2. Data Analytics: Use HR analytics to make data-driven decisions. Analyze workforce data to identify trends, improve employee engagement, and optimize HR strategies. 3. Workforce Planning: Conduct strategic workforce planning and budgeting to align HR activities with business goals. Forecast future workforce needs based on business growth projections

Don't just listen to feedback; actively work on it. Break down the feedback into clear, manageable tasks or changes that you can implement in your work. Regularly discuss these actions with your boss to ensure you're on the right track. This approach shows that you value their input and are committed to improving. It also allows you to make real progress based on the feedback received. Implementing actionable steps from feedback can lead to tangible improvements in your performance.

Pose open-ended questions that encourage detailed and constructive feedback, such as: “What areas do you think I should focus on to improve my performance?” “How do you think I handled [specific project or situation]?” “Do you have any suggestions for how I can develop my skills in [specific area]?” Listen attentively to your boss’s feedback without interrupting or becoming defensive. Take notes during the conversation to capture key points, action items, and areas for improvement.

Actionable steps can be like: *Break down the feedback into concrete. *Prioritize tasks based on their importance and impact on your performance. *Create a plan to address each point of feedback and track your progress.

E necessário sempre trabalhar com metas e dados , uma forma muito efetiva de delimitar os objetivos e medir o desempenho. Sem essa métrica fica difícil estabelecer onde se está e onde deseja chegar.

?? Improve my HR Operations performance by asking my boss for pertinent feedback and engaging in frequent reflection. ?? Arrange for regular one-on-one meetings to talk about my work and get helpful criticism. ?? Think about my areas of strength and growth using the feedback I've received. After every meeting, think about how your actions fit with the objectives of the team and the organisation. ?? Frequent introspection enables me to remain cognizant of my advancement, adjust to criticism, and keep getting better. ?? I am able to stay in line with organisational expectations and make valuable contributions to my team thanks to this feedback and reflection cycle.

In my experience, reflection does not happen nearly enough in business. Everyone is so focused on future, they sometimes forget the past or don’t focus on it. There is danger there because we can learn so much from the past. How I manage this is putting a reflection time in my calendar to review recent projects and how they progressed and what achievements were made. Also what opportunities we can improve on for future goals. I include all stakeholders in these conversations to also understand their perspectives.

Use the feedback from your boss as a mirror to evaluate your strengths, areas for improvement, and progress. Reflection helps you gain insights into your work patterns, decision-making, and interaction with others. It also allows you to track your progress based on the feedback received. Share your reflections with your boss; this openness can foster a constructive dialogue. Regular reflection, combined with proactive feedback seeking, can lead to significant performance improvement and personal growth in your role.

By dedicating time to introspection, HR professionals can bridge the gap between reactive and proactive management. This process transforms feedback from a mere evaluative tool into continuous improvement and innovation. HR professionals are data gatherers, collecting and analyzing information on employee performance, engagement, and organizational health daily. This data-driven approach should extend to their self-assessment practices. By systematically gathering data on their performance, HR professionals can apply the same analytical rigor to their development as they do to organizational metrics. This might include tracking key performance indicators, soliciting regular feedback, and monitoring personal development goals.

*Use these reflections to prepare for future feedback sessions. *Adjust your approach as needed based on your reflections and any new feedback received. *Schedule regular reflection sessions to assess your progress and the effectiveness of your actions.

Three things I do to foster openness: 1) Try not to miss our regularly scheduled 1:1. We reschedule instead of canceling. That continuity really helps. 2) Keep a running list of items I need to talk about. 3) Prep for our meetings. I go over my list of items to talk about, list any updates on previous items and talk about wins for my team. This really helps to keep me on track and knowing that we consistently communicate is what promotes transparency even when I am seeking feedback or there is a problem I need to report.

Some ways to foster openness: *Create an open and trusting environment where feedback is welcomed and valued. *Encouraging a culture of continuous improvement within your team. *Show appreciation for the feedback given and demonstrate your commitment to applying it.

Transparency and open communication are key. Having a culture that promotes openness encourages everyone with the opportunity to speak up without fear or shame. Leaders, be vulnerable and open, understanding you don’t have all the answers. Show your teams your humanness. They will appreciate it.

Foster an environment of openness with your boss. Actively seek their feedback and be open to constructive criticism. Show that you value their perspective and are willing to make necessary changes. Communicate your challenges and progress regularly, creating a two-way dialogue. This openness can strengthen your relationship with your boss, increase trust, and lead to more honest, useful feedback. By fostering openness, you demonstrate your commitment to improvement, which can significantly enhance your performance in HR Operations.

I agree and, by experience suggest that it’s ok to establish how each likes to receive feedback. The goal is to be effective in achieving something. It’s our own responsibility to listen and decide what we are hearing and ask questions to assure understanding. Some teams use communication tools to discover and share their communication styles using colors. That’s not always an option but a great exercise. If there is trust in the working relationship sharing how we best receive feedback will make the sessions productive. And foster growth.

Regularly scheduled 1 on 1's are important, don't miss them. Reschedule if necessary, but try not to cancel. Make sure that you are asking for direct feedback. Listen, reflect and then take action.

Seek insights from peers by asking questions like: "Can you provide feedback on how I handled the recent recruitment exercise?" "What are your thoughts on my approach to employee relations?" Moreover, inquire about specific areas where you can improve: "What skills should I develop to manage HR operations more effectively?" "Are there any particular HR processes you think I could streamline?"

In my experience, it is always a good idea to be curious, collaborative, open-minded. Be teachable, you aren’t always right.??

I have found having a standardized tool to guide the 1:1 conversations helps to ensure the discussions are purpose driven, centered in the employees growth and organizational strategies and goals. I also incorporate walking rounds to manage up the leader, evaluate environmental and patient safety, recognize caregivers and validate care delivery priorities.

Seek first to understand, then to be understood would be the right approach. Use empathetic listening to understand manager genuinly. This will create a caring and problem solving atmosphere. Then, share your below ideas/plan to get his/her feedback or guidance as a coach. # Clarity and understanding of policies # clarity on goals with indication of priorities # about awareness of company's business model # be specific about timelines for completion of major tasks # during the session, demonstrate positive attitude, viz. agile and assertive to gain his confidence # work with complete focus and determination and prove to manager that you are fully dependable. # customers are employees having high expections on service level efficiency.

Enhancing your performance in HR Operations by seeking proactive feedback from your boss can be achieved through these steps: -Schedule regular one-on-one meetings. -Set Clear Goals. -Ask very specific questions Be Open to Criticism. -Implement Feedback. -Request Examples. -Follow Up. -Seek 360-Degree Feedback. -Reflect and Self-Assess. -Express Appreciation. By actively seeking and acting on feedback, you can continuously improve your performance and make a significant impact in HR Operations.

In reflecting on some of the statements we should consider the manager; how do we add these various aspects into their “people goals”. To often I see managers, particularly at senior level being measured on their technical/business achievements and not sufficiently on how well they do in developing/creating high performing teams and top talent.