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Fearless Feedback: Achieving Better, Faster, and Trusted Results with Your Team
Managers often avoid giving it and employees often resist receiving it. Managers are poor at giving useful feedback and there is good reason. Employees often avoid it to prevent being criticized and to protect their reputations. Employees often prefer to stay in denial than to hear the truth and to change. It is often safer to pretend you are a good performer than to admit you need help.
This “feedback disability” most often reveals itself in the annual performance appraisal which remains the most popular management tool. Employees need frequent and regular feedback to be fully engaged and this might explain why the percentage of engaged employees remains stagnant in the high 20’s (Gallup 2012). Engaged employees are twice as productive as disengaged employees (The Temkin Group 2013). Furthermore, this "feedback disability" creates dysfunction that contributes to the organization's inability to effectively and efficiently achieving its strategic objectives and serve customers.
This “feedback disability” most often reveals itself in the annual performance appraisal which remains the most popular management tool. Employees need frequent and regular feedback to be fully engaged and this might explain why the percentage of engaged employees remains stagnant in the high 20’s (Gallup 2012). Engaged employees are twice as productive as disengaged employees (The Temkin Group 2013). Furthermore, this "feedback disability" creates dysfunction that contributes to the organization's inability to effectively and efficiently achieving its strategic objectives and serve customers.
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About Wally Hauck
Wally Hauck
Wally Hauck holds a doctorate in organizational leadership from Warren National University, a Master of Business Administration in finance from Iona College, and a bachelor's degree in philosophy from the University of Pennsylvania. He is a Certified...