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HR Feedback-- Pick the Right Time and Approach

Posted By Laurie A. Pehar Borsh, Wednesday, March 30, 2016

By Karen Rodriguez

The process of sharing feedback with employees or colleagues is essential in business! Clear, consistent feedback develops skills, builds confidence and motivates. But, too much or poorly timed feedback can destroy confidence and undermine trust. If you are planning on giving negative feedback, it’s crucial that you pick the right time and approach.

Consider these tips for a successful exchange.

Schedule a Feedback Meeting

There is nothing worse than hearing “do you have a minute to chat” while walking to the restroom. Planning ahead gives you time to gather facts and reflect on the feedback in a non-emotional way. And, the person receiving the feedback won’t be blindsided. They will come to the meeting more open and prepared to hear feedback.

Make Sure the Feedback is Significant and Supported

Before you deliver feedback, reflect on what you plan to discuss. The feedback should be substantial and directly relate to a professional development opportunity or impact on the organization. Be sure to gather concrete examples to support the feedback.

If the feedback doesn’t impact the business or isn’t helpful to the individual’s development, it’s best to hold your tongue. Feedback should never be “nitpicky,” trivial, or unsupported. This type of feedback can result in damaged relationships and resentment.

Ask Questions

Don’t go into a feedback meeting thinking that you are going to tell someone they need to change and it’s just going to happen. After you raise an issue, ask open-ended questions to gauge whether it’s an appropriate time to deliver feedback. You can say “What is your perspective?” or “Would it be OK if I gave you feedback about …?” You should also ask questions to uncover the cause of the issue. Maybe the feedback recipient has a problem you were unaware of. Finally, ask the recipient for solutions and collaborate.

Have you successfully delivered negative feedback? Have you fumbled? Tell your story in the comments below.


About the Author

Karen Rodriguez is a passionate marketer, designer, and communicator. With over 15 years of experience, Rodriguez directs Exec|Comm’s global brand, including the agency's online presence, web-based learning center, advertising, PR, classroom materials, and live special events. She also manages the firm’s blog, The Chat, and lunch & learn series, The Learning Exchange. as well as the delivery and expansion of Exec|Comm’s open-enrollment seminars in Chicago, Dallas, New York, San Francisco, and San Jose. Karen holds a BFA from Parsons, The New School for Design in New York City, and lives in Aberdeen, NJ, with her husband and three sons.


Tags:  employee communication  employee engagement  employee feedback  Exec-Comm  HR  HR communication  HR leadership  HR management  human resources management  Karen Rodriguez 

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How to Strike up a Conversation at a Conference

Posted By Laurie A. Pehar Borsh, Wednesday, January 27, 2016

Contributed by Karen RodriguezExec|Comm Partner


Many of us attend conferences for professional development. We’d like to expand our job knowledge and bring the outside in. But, it’s also a great time to step outside of your comfort zone and meet new people. Here are a few tips on how to be ready to strike up a conversation at your next event (HR West is right around the corner!):

 

Study the headlines. Before heading to the conference, scan the headlines or consider what is new and interesting in your industry and note a few potential topics to discuss.

 

Maintain eye contact. When introducing yourself, smile and look into the person’s eyes as you speak your name and they say theirs. As the conversation continues, keep your focus on the person you are talking with. Don’t scan the room looking for friends or others to meet.

 

Gesture openly. Avoid crossing your arms or clutching your drink with both hands as you talk. Instead, try and keep your hands apart and your arms relaxed. Gesturing makes you appear natural and approachable.

 

Ask a few questions. Sometimes you’ll need to jumpstart their side of the conversation. Try asking an open-ended question like “What were you hoping to learn while you’re here?” If their answer is short, build on the information they’ve just shared.

 

Find a connection. As they’re answering your questions, find an element to pick up on. You’re listening for something to keep the conversation going. Find common ground and the conversation will continue without effort.

 

Speak slowly and pause. Keep the dialogue moving at a casual pace. If you talk too quickly, the listener will strain to keep up or may interpret your speedy delivery as a sign of nervousness.

 

Disengage politely. After a few minutes, it’s perfectly fine to close the conversation. Exchange contact information, if you’d like. Ask them to join you on a trip to the buffett. Or, simply smile, tell them you enjoyed chatting and move on.

 

We hope you meet lots of interesting people at HR West 2016. Just start with “hello” and go from there.

 

Have other tips you’d like to share? Let us know in the comments below.

About the Author

Karen Rodriguez joined Exec|Comm in 1999, and entered the partnership in 2009. As the manager of the Exec|Comm brand, marketing and design efforts, Karen oversees the firm’s identity, touching all aspects of the brand (online presence and web site, web-based learning center, advertising, PR, classroom materials, and live special events). She recently introduced the firm’s blog, The Chat, and launched their quarterly lunch and learn series, The Learning Exchange.  Additionally, she manages their open-enrollment seminars in New York and San Francisco. Karen holds a B.F.A. from Parsons The New School for Design in New York City. She lives in Aberdeen, NJ, with her husband and three sons.


Tags:  HR communication  HR conference  HR Education  HR Management  HR West 2016  Human Resources  human resources management  NCHRA 

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