Gracefully Accepting Feedback a Key Employment Skill

Written by Jan B. King


Gracefully Accepting Feedback a Key Employment Skill

Withrepparttar long-term trend of protecting employees' individual self esteem added to an overriding concern over expensive employee lawsuits, accountability is more a buzzword than a way of life at most companies.

This is a state of mind that has existed sincerepparttar 104158 1960s, so repparttar 104159 average employee has never received real quality negative feedback --repparttar 104160 kind of feedback that might help startle him or her out of career-dashing behavior and toward a more lucrative and successful work life.

Smart employers realize that people are their only sustainable competitive advantage. Companies hiring this year will be looking for people who are highly capable in their fields of expertise and who energizerepparttar 104161 other people with whom they work. This will hold true for traditional employees as well as independent contractors who will continue to make up a larger and larger part ofrepparttar 104162 workforce.

Don't wait for this new world of employment, prepare yourself now to getrepparttar 104163 feedback from others that will help you develop intorepparttar 104164 powerful person you can be. First, begin to changerepparttar 104165 way you feel about receiving feedback. Listen torepparttar 104166 messages you get from those close to you: your spouse, children, close friends, other family members. Write them down and consider them as food for thought. Begin to analyze common pieces of feedback objectively and develop ideas about what you might do if you wanted to change their perceptions.

A key factor to remember about all feedback: it is one opinion coming from another individual's unique perspective. It is up to you to consider it thoughtfully, compare it to other feedback you have received and do something positive with it. It is impossible for us to see ourselves as others see us, but very important that we don't allow these blind spots to jeopardize wonderful opportunities.

Here’s a system for taking in feedback for maximum benefit: 1.When receiving any feedback, listen without comment, looking directly atrepparttar 104167 person. When they have finished, don't make any statements, but do ask questions if you want clarification. Don’t accept, don't deny and don't rationalize. Because we are rarely taught to give feedback well, you will often get feedback whenrepparttar 104168 giver is angry about something inrepparttar 104169 moment. Quality feedback may be emotional when it touches a heartfelt issue, but it is not abusive. If a co-worker's critique gets to this point you should ask to stoprepparttar 104170 discussion and have it at another time when cooler heads prevail. 2.Recognizerepparttar 104171 courage it took to give yourepparttar 104172 feedback and consider it a sincere gift intended to help you grow. Thankrepparttar 104173 giver for feedback - make it short, but something you can say sincerely, such as "You've really given me something to think about, thanks." It is hard to feel real appreciation when you hear negative messages about your

Are you in AWE of your Employees?

Written by Jan B. King


Are You in AWE of Your Employees?

Employers have become so concerned about seeming “unfair” or worse becomingrepparttar victims of lawsuits by unhappy ex-employees that they’ve stopped requiring minimum standards of employees. This can only lead to poor individual and eventually poor company performance. Your best employee performers will resentrepparttar 104157 fact that you use company money to pay people who aren’t up to standard and will reduce their own level of performance or leave.

Take backrepparttar 104158 power in your workplace and set standards of performance. How to fairly assess each of your employees? I use a simple three part measurement tool withrepparttar 104159 acronym AWE or Able – Willing – Engaged.

Isrepparttar 104160 Employee Able?

This isrepparttar 104161 minimum standard of employment or continued employment. Doesrepparttar 104162 employee haverepparttar 104163 basic job skills? Does he or she also haverepparttar 104164 people skills to be able to work effectively? Doesrepparttar 104165 employee have family or personal issues that make it impossible forrepparttar 104166 employee to workrepparttar 104167 expected hours? Doesrepparttar 104168 employee have any emotional or physical health issues that make it impossible to dorepparttar 104169 job effectively? Is he or she lacking any problem attitudes, such as racism or sexism that make them unable to be open to customer or co-worker interactions.

If you answered “no” to any of these questions, you should moverepparttar 104170 employee to another job whererepparttar 104171 issues aren’t going to affect their competency or transition them out of repparttar 104172 company.

Isrepparttar 104173 Employee Willing?

The next level up that is also a make or break issues – is repparttar 104174 employee willing to dorepparttar 104175 work available? Doesrepparttar 104176 employee seem happy to be at work? Does he or she genuinely care aboutrepparttar 104177 welfare of customers, co-worker, andrepparttar 104178 company in general? Doesrepparttar 104179 employee get to work well-rested and prepared so that he or she is able to be fully present and concentrate? Doesrepparttar 104180 employee gracefully take on assigned tasks? Doesrepparttar 104181 employee arrive at meetings on time and prepared? Isrepparttar 104182 employee open to dialogue and answering questions related to his or her work?

If you answered “no” to any of these questions, there may be some resentments that have built up meaning thatrepparttar 104183 employee can dorepparttar 104184 job, but isn’t willing to give 100%. This employee needs to haverepparttar 104185 opportunity to vent frustrations, get clear instructions on what is expected, and then haverepparttar 104186 opportunity to recommit torepparttar 104187 work ofrepparttar 104188 company. Ifrepparttar 104189 employee remains unwilling and hindersrepparttar 104190 work of others with a poor attitude,repparttar 104191 employee should be transitioned out ofrepparttar 104192 company.

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