Next Concept HR Magazine
Blog Home All Blogs
Next Concept HR Magazine focused on What's Next for what matters most to HR. Insightful and timely, it covers best practice trends and presents new ideas and concepts to keep readers up-to-date with the latest in our field. Voices from our nationwide community contribute to a wide range of topics. Articles include valuable practice resources, news and views to provide training, legal and legislative developments, info on quality service providers, and opportunities to form career-long networks and partnerships. Subscribe at: http://nextconcepthrmagazine.com/blog/

 

Search all posts for:   

 

Top tags: hr  NCHRA  HR Management  Human Resources  HR Leadership  leadership  employee engagement  employee  employee retention  workplace  management  company culture  recruiting  HR West 2017  HR West 2019  HR West 2018  hiring  HR West Speaker  HR Tech  HR West 2016  blog  employee wellness  HR West  Workforce  Engagement  human resources management  culture  effective leadership  communication  Karen Rodriguez 

Can I Give You Some Feedback?

Posted By Editor, Friday, April 5, 2019

Contributed by Maureen Middleton, Next Concept HR Member.

Communication, it is an essential part of life – something that is innate to how we function and interact as humans. Yet, most organizations struggle with internal communication and most managers rank poorly in this core competency.

One element of communication in the workplace is feedback, and that’s where we are going to focus.  Continue reading this article here

 

 

 

 

 

 

Tags:  employee engagement  employee feedback  HR communication 

Share |
PermalinkComments (0)
 

Better Employee Conversations Dos & Don’ts

Posted By Laurie A. Pehar Borsh, Tuesday, July 3, 2018
Updated: Tuesday, July 3, 2018

Contributed by Debbie Shotwell, Saba Software


You may have heard the phrase that “feedback is a gift” and wondered if you could exchange it like an unwanted pair of socks. Many of us would say that you can keep your feedback “gift,” thank you very much.

But I hope to show you that through thoughtful conversations with your employees, delivering feedback can actually be the gift that keeps on giving. Mastering the art of giving (and receiving) feedback can lead to richer employee conversations, which in turn lead to stronger manager-employee relationships.

>> Read this article on HR West Magazine

Tags:  employee engagement  employee feedback  HR West Magazine 

Share |
PermalinkComments (0)
 

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 

Share |
PermalinkComments (0)