Collapse Subdiscussion Julian Kaelin
Julian Kaelin
XXXXXXXXXX:59am May 24 at 8:59am
Hello Marcus,
I could not agree more with your assessment on the importance of providing detailed feedback to the employees by effective communication. One of the first things I do with every employee is to go over my expectations as this sets the stage for any employee as they go about performing their daily tasks. I found an interesting article from Marrelli XXXXXXXXXXdiscussing six ways to motivate employees with one of them hitting upon communicating the specifics of the organization's vision to employees. I do this with my initial meeting, where I specifically discuss the importance of attitude, taking ownership (work ethic), and being innovative as it relates to the organization's vision.
Another thing I do, is I have quarterly feedback or mentorship sessions as this allow myself and the employee to get to know each other better and we can assess progress to meeting their expected contributions to the overall mission. This allows issues to be addressed early and often before they become too big to handle.
In your discussion on managers being challenged with a diverse group of employees, I like your second tip in that a company should develop training programs that are collaborative as well as technology centric. However, I know a lot of more tenured employees, who are not technology savvy, but managers will know this if they are effectively communicating with their employees and can ensure a multitude of training methods are available.
Reference:
Marrelli, M XXXXXXXXXXSix ways to motivate your employees: There are proven strategies business owners and managers can use to instill trust and positivity in the workplace. Retrieved from https://search-proquest-com.proxy-library.ashford.edu/docview/ XXXXXXXXXX/fulltext/DFE54507D65E4159PQ/11?accountid=32521
Brenda Gantt
XXXXXXXXXX:08pm May 24 at 4:08pm
Three key tips for a new manager on how to most effectively provide feedback
The three key tips that I would share with a new manager on how to most effectively provide feedback is that when you are providing feedback it should always be specific about what needs to be changed. Feedback should have a purposeful meaning. Make sure that it is truly worth talking about it should be in the area of something worth developing. Feedback is ongoing, as a manager the more feedback you provide the more comfortable you will feel. According to Agunis, (2013), “Gaining new insights into a person’s performance and personality will help the manager build a better relationship with that person. Also, supervisors gain a better understanding of each individual’s contribution to the organization.” (para. 1).
Three tips for a new subordinate on how to receive and deliver feedback.
Three tips I might share with a new subordinate on how to receive and deliver feedback is to control your defensiveness because it is important to know how to give and receive feedback without allowing your feeling to get involved. The way we receive or deliver feedback can make the employees hesitant to listen to what you have to say or even come to you to give you feedback. The next tip I would give a new subordinate is that they should suspend judgment when receiving or delivering feedback because being judgmental can cause a negative outcome between the subordinate and the employees. Ask specific questions when delivering feedback and when delivering it important that each person can communicate correctly. According to Park, & Choi, (2020), “performance feedback reduces the gap between the current level of performance of an individual and the expected standards set by the organization.” (para. 2).