Ed Mysogland的动态

Feedback isn’t just a moment it’s a movement toward growth! Real-time feedback doesn’t just highlight performance; it fuels progress. It’s the difference between waiting for an annual review and having constant, meaningful conversations that refine skills, build confidence, and drive results. ?? Encourages instant course correction—why wait for a review cycle to make improvements? ?? Builds a culture of trust and collaboration—when feedback is frequent, employees feel valued and aligned. ?? Accelerates growth and development—small tweaks today lead to big wins tomorrow. Feedback isn’t just about evaluating it’s about evolving. Let’s make every conversation count! #HumanResources #D2TP #PerformanceManagement #ContinuousGrowth

Does giving (or receiving) feedback sometimes feel like trying to run a program, only to watch it crash without a clear error message? ?? According to research by Gallup , among nearly 15,000 employees, only 16% said the last conversation with their manager was extremely meaningful. ?? I’ve been working on something that could help make your feedback as precise as an algorithm—stay tuned for a big reveal. What was the most confusing feedback you’ve given or received? Share your story below!

? Did you know that employees tend to respond SIX TIMES more strongly to negative feedback than to positive interactions with their boss? ?? Receiving feedback is vital for creative work, but most of us aren’t taught how to process it constructively. ?? The good news? With the right mindset, even tough critiques can become powerful growth opportunities. ?? Our new guide is full of practical tips – from managing that initial gut reaction to separating valuable feedback from the noise. So, take a moment, breathe, and arm yourself with the skills to thrive in your next review, critique, or appraisal. Explore the guide here ?? https://lnkd.in/embRVBeN

Are your managers struggling to provide anything more than broad, non-specific performance feedback? In his article "Help Your Manager Give Better Feedback," Dain Johnson shares how asking behavior-focused questions like "What does that look like?" in response to feedback can drastically improve the specificity of (and people's ability to act on) the feedback they receive. Read more here: https://lnkd.in/dD6B49ba

Does giving (or receiving) feedback sometimes feel like trying to run a program, only to watch it crash without a clear error message? ?? According to research by Gallup , among nearly 15,000 employees, only 16% said the last conversation with their manager was extremely meaningful. ?? I’ve been working on something that could help make your feedback as precise as an algorithm—stay tuned for a big reveal. What was the most confusing feedback you’ve given or received? Share your story below!

92% of Employees Want More Than Just an Annual Review Yet, the annual review is still the gold standard. In every meeting with founders and business owners, I ask one key question: "What's most important in your organization?" The answer is always the same: "Transparency and communication." Then I follow up with: "How often do you review your employees?" The typical response: "Once a year." That doesn’t sound very transparent or honest. It sounds like a cop-out—a way to avoid responsibility, energy, and guidance. ?? Key Insight: Real transparency and communication require consistent feedback. Here’s how you can change that: Regular Check-ins: Implement bi-weekly or monthly feedback sessions. Open Dialogue: Create a culture where feedback flows both ways. Actionable Insights: Ensure feedback is specific and actionable. Don’t wait for the annual review to address issues or celebrate wins. Make feedback a continuous process. Comment below: How often do you give or receive feedback in your organization? What’s one way you can improve it?

Employees, when confronted with a consultation process, will often refuse to give feedback. “There’s no point. They’ve already made up their mind”, they say. Now that may be so. But you may be surprised. And unless you give your feedback, how will you truly know?

There are, however, some common mistakes people make when they’re just starting out. To help you avoid them and gain more confidence in your approach, let’s talk about what not to do during performance conversations — and what to do instead. https://buff.ly/40rOlzG

Effective feedback is a powerful catalyst for innovation and growth for your team, but only if it’s utilized! Foster a culture of feedback and reap the rewards: ? https://lnkd.in/gna6CGRZ

So many managers struggle with giving negative feedback, and this article contains some very solid, practicable advice for doing just that. https://lnkd.in/g74msHps