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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:
- Use this Engaging Conversations: Progress Tool to help employees feel like someone is helping them navigate their professional career.
- Use the COIN Feedback Model to help frame constructive feedback conversations.
Learn More:
Originally produced by Gallup. Adapted with permission.Three Attributes of Effective Performance Feedback
Strengths-based
Focus on improving strengths and managing weaknesses
Focus on improving strengths and managing weaknesses
Engagement-focused
Ensure that your employees' workplace needs are met
Ensure that your employees' workplace needs are met
Performance-
oriented
Concentrate on making sure that performance outcomes are clear and objective
oriented
Concentrate on making sure that performance outcomes are clear and objective
When a manager regularly checks in with their 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
