Q11

In the last six months, someone at work has talked to me about my progress.

Help Me Review My Contributions: Employees need to understand how they are doing, how their work is perceived and where their work is heading.

Try This Now:

As a Manager, ask yourself, “How do I lead conversations about progress? Do I lead with positive intent and emphasize what an employee is doing well, or do I tend to focus only on weaknesses?”

Tools for Action:

Learn More:

Originally produced by Gallup. Adapted with permission.

Three Attributes of Effective Performance Feedback

Strengths-based
Focus on improving strengths and managing weaknesses
Engagement-focused
Ensure that your employees' workplace needs are met
Performance-
oriented

Concentrate on making sure that performance outcomes are clear and objective

When a manager regularly checks in with his or her employees’ progress, team members are more likely to believe that they get paid fairly, more likely to stay with a company, less likely to have accidents, and more than twice as likely to recommend the company to others as a great place to work.”
- Gallup