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Casual Articles - Poor Performers - Why Feedback Doesn't Work
Are you planning to start a vending machine business? If you are planning to start a vending machine business, it is important for you to know where to get the vending machines. You should do research to find the best place to get them. Of course, you will want to start your business right by choosing a quality vending machine. But how are you going to know where and how to get it? Where should yo
They are expected to understand and believe the feedback
Giving feedback, particularly critical feedback, can be difficult and awkward. When done badly it can have a long term negative impact on an individual’s motivation. Line managers, armed with this knowledge, ofte
So, why are you in business? If you answered, to make money, you’ve got it all wrong. That may be one of your reasons, but it shouldn’t be the main goal. You might think I’m crazy, but hear me out. To begin with, you be wondering what makes me qualified to judge your business? Fine, I’ll tell you.As a professional marketing consultant with a degree in advertising, I’ve been advising busine
They have fixed perceptions of themselves
PCP suggests that self perceptions don’t exist in isolation but are linked in elaborate networks. Some of our perceptions are core and explain how we see ourselves. Not surprisingly, core self perceptions are difficult to change – so many other beliefs about ourselves depend on them. The worst of performers are those who have been in their job for a long time but failed to change with the times. They have fixed perceptions of their job which are loosely linked to how they see themselves. Feedback which questions their performance in the job therefore questions their core self perceptions. This is difficult for an individual to take on board and even more difficult to get them to change their behaviour.
They have previously been given positive feedback
Researchers at Duke University recently discovered that resistance to change may often stem from an individual’s failure to absorb and process negative feedback about a project when they had previously received positive or encouraging feedback about a project’s potential. Earlier positive feedback caused the individuals to distort or give less weight to the negative information which came along later on. The same could be said of feedback. If an organization has not been honest with an underperformer over the years, it will be nearly impossible to ‘correct’ an individual’s perception.
They are expected to understand and believe the feedback
Giving feedback, particularly critical feedback, can be difficult and awkward. When done badly it can have a long term negative impact on an individual’s motivation. Line managers, armed with this knowledge, often
All Presidential candidates (before and after) make all kinds of promises about YOUR 'social security' when running for the top job. Regardless of the promises, YOU are the one who has to live or die by the future plans made on your behalf.Future plans that YOU make and control. It’s your actions that count. No one else is going to make sure that you are cared for in your old age. At s
They have previously been given positive feedback
Researchers at Duke University recently discovered that resistance to change may often stem from an individual’s failure to absorb and process negative feedback about a project when they had previously received positive or encouraging feedback about a project’s potential. Earlier positive feedback caused the individuals to distort or give less weight to the negative information which came along later on. The same could be said of feedback. If an organization has not been honest with an underperformer over the years, it will be nearly impossible to ‘correct’ an individual’s perception.
They are expected to understand and believe the feedback
Giving feedback, particularly critical feedback, can be difficult and awkward. When done badly it can have a long term negative impact on an individual’s motivation. Line managers, armed with this knowledge, ofte
With outsourcing expected to switch to high gear in the coming years, many employees ask the question of how they can a) survive and b) succeed in this global competition with low-wage countries like India or China.Often people most concerned about outsourcing and global workforce competition are well educated. They worked hard to get where they are today and were hoping to have some sort o
They have previously been given positive feedback
Researchers at Duke University recently discovered that resistance to change may often stem from an individual’s failure to absorb and process negative feedback about a project when they had previously received positive or encouraging feedback about a project’s potential. Earlier positive feedback caused the individuals to distort or give less weight to the negative information which came along later on. The same could be said of feedback. If an organization has not been honest with an underperformer over the years, it will be nearly impossible to ‘correct’ an individual’s perception.
They are expected to understand and believe the feedback
Giving feedback, particularly critical feedback, can be difficult and awkward. When done badly it can have a long term negative impact on an individual’s motivation. Line managers, armed with this knowledge, ofte
Nobody knows why dinosaurs died off, but there are many intriguing theories.Dead dinosaur hypotheses parallel the excuses owners use when their businesses fail.Reason 1. An asteroid or volcano caused a fatal disaster. This absolves dinosaurs or businesses from any blame, since extinction was due simply to being a pathetic "victim of circumstances."However, this theory ne
They are expected to understand and believe the feedback
Giving feedback, particularly critical feedback, can be difficult and awkward. When done badly it can have a long term negative impact on an individual’s motivation. Line managers, armed with this knowledge, ofte
One of the most unavoidable issues of the holiday season is the office party. The office party sounds innocuous enough, until you realize that you have a group of people gathered together, who are letting their guards down and imbibing hazardous amounts of alcohol, which is never a good combination. Invariably, something bad will happen to someone's social standing, sometimes even resulting in som
They are expected to understand and believe the feedback
Giving feedback, particularly critical feedback, can be difficult and awkward. When done badly it can have a long term negative impact on an individual’s motivation. Line managers, armed with this knowledge, often feel the need to ‘dump’ feedback on an individual, without helping them to understand and interpret the feedback for themselves. Only an individual can confirm or disconfirm their own perceptions; others can’t do it for them. Chances are that if you find yourself explaining or telling an individual what their feedback means, you will get little or no change in perception or performance.
What to do:
Spend a significant part of any feedback session (30 to 45 minutes) exploring the individual’s role, performance and concerns. Understanding the individual’s perceptions of the role and where they feel they may be underperforming will help prioritise the feedback.
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