The Art of Receiving Constructive Criticism

On May 5, 2022   /   Building Trust, Effective Communication, Effective Listening, Emotional Intelligence, Uncategorized   /   Leave a comment
The Art of Receiving Constructive Criticism

Many people find it difficult to be on the receiving end of constructive criticism.  It can feel like an attack—especially if it isn’t delivered thoughtfully and with empathy. 

We can’t stress enough how important it is to mentally reframe corrective action as an opportunity for continuous growth and improvement.  As an employee makes performance adjustments based on feedback, their performance reviews/ratings will increase (not to mention job satisfaction!).  When an employee can effectively process corrective feedback, they will be happier and more productive.

Here are a few practices that you can share with your team from Forbes.com:

1) Actively listen. Repeat and affirm what you’ve heard. This gives the brain time to process without becoming defensive. Body language is also a component of active listening.  Check your posture.  Are your arms folded?  If so, relax your arms and maintain good eye contact.

2) Thoughtfully consider the feedback given to you.  Avoid quickly rejecting or accepting the person and take your time to evaluate the information. Consider the impact of the requested change.  Reflect on how frequently you receive similar feedback from other coworkers or in other environments, i.e., at home.

3) Remain open…ask followup questions using the start, stop, continue format.  Begin by asking, “What is something that I am not doing that you would like me to start doing?”.   Next ask, “What is something that I am doing that you would like me to stop doing?”.  Finally ask, “What is something that I am doing that you would like me to continue doing?”.

Take these tips into your next feedback session and leave with clear understanding and amazing opportunities for improvement. 

Share your best practices for receiving corrective feedback in the comments below.   Make it a great day!

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Prepare Employees for Constructive Criticism

On April 27, 2022   /   Effective Communication, Effective Listening, Emotional Intelligence, Generation Z   /   Leave a comment
Prepare Employees for Constructive Criticism

Many people find it difficult to be on the receiving end of corrective criticism or feedback.  It can feel like an attack—especially if it isn’t delivered thoughtfully and with empathy. 

It is important to frame corrective action as an opportunity for continuous growth and improvement.  When an employee can effectively process corrective feedback, they will be happier and more productive.

Here are a few practices for your employees from Forbes.com:

1) Actively listen. Repeat and affirm what you’ve heard. This gives the brain time to process without becoming defensive. Body language is also a component of active listening.  Check your posture.  Are your arms folded?  If so, relax your arms and maintain good eye contact.

2) Thoughtfully consider the feedback given to you.  Avoid quickly rejecting or accepting the person and take time to evaluate the information. Consider the impact of the requested change.  Reflect on how frequently you receive similar feedback from other coworkers or in other environments, i.e., at home.

3) Remain open…ask followup questions using the start, stop, continue format.  Begin by asking, “What is something I am not doing that you would like me to start doing?”.   Next ask, “What is something I am doing that you would like me to stop doing?”.  Finally ask, “What is something I am doing that you would like me to continue doing?”.

Try these tips in your next feedback session.  You may find satisfactory results for clearer understanding and amazing opportunities for improved employee productivity. 

Share your best practices for receiving corrective feedback in the comments below.   Make it a great day!

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Resilient Leadership

On April 23, 2022   /   Company Changes, Leadership, Pandemic Resolutions, Uncategorized   /   Leave a comment
Resilient Leadership

The American Psychological Association defines resilience as the ability to quickly bounce back from changes, challenges, or traumatic events. Furthermore, the recovery process can affect intense personal growth. Employees rely on its leaders’ resiliency during turbulent times…they want to be assured that the company they work for will remain competitive, grow, and thrive.

In high pressure situations, resilient leaders accept difficult challenges; they think outside the box, create a crackerjack team, and create effective solutions—all without mistreating or disrespecting others. 

Generally speaking, resilient leaders are calm under pressure and avoid projecting tension onto others.  Instead of dwelling on human errors, they view mistakes as learning opportunities.  They communicate confidently in times of crises.  Also, they maintain important support networks to prioritize their mental and physical well being.

If you want to improve your resiliency as a leader consider this: 

1. Never stop learning.  Mental toughness and fortitude work hand-in-hand.  Resilience is a character trait that requires exercise to grow stronger.

2. Increase self awareness.  Learn to identify your stress triggers and how to manage them.  Focus on your wellness and your workload.  Improve your delegation skills to avoid feeling overwhelmed.  Maintain a healthy lifestyle through wellness rituals such as exercise, rest/sleep, and work life balance.

3. Build positive relationships.  Foster a strong network of trusted supporters who offer varying perspectives and skills.  They can also be a source of emotional well being by providing empathy and reducing feelings of isolation.

During times of calamity, leaders have a responsibility to be tough, empathetic, wise, and resilient; if not, their company will fall into the hands of competitors.   

In the comments below, share your best practices for improving resiliency and remember…make it a great day!

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The Art of Constructive Criticism

On April 3, 2022   /   Back to Work, Building Trust, Business Etiquette, Emotional Intelligence   /   Leave a comment
The Art of Constructive Criticism

Some leaders dread offering constructive criticism to employees because at times, no matter how positive their delivery, oftentimes, it is received negatively.  Employees may feel embarrassed, ashamed, low and like they have a target on their back.  

Let’s face it, none of us want to be perceived as a staunch critic but when carried out with empathy, constructive criticism has tremendous value.

Offer constructive criticism as feedback by explaining one of the best ways to grow is to identify areas of improvement.

Employees who do not receive feedback become disengaged. On the other hand, providing strength focused feedback engages employees and engaged employees are more productive.  

Ideas for Best Practices:

1) Make feedback timely and don’t make it personal. Feedback is most effective when delivered immediately so that the employee can easily recall what occurred.  Be mindful to allow a cool down period if emotions are elevated.  Remember, when executed poorly, constructive criticism comes across award and accusatory.

2) Opt for an authentic approach using specific and supportive language.  Avoid vague and judgmental language. 

4) Frame the feedback with positive intentions.  Say something like, “I know you’ll offer great information in your speech and I want to make sure the audience receives all of it.  So let’s think of ways to increase your eye contact and project your voice.”.

By shifting your perspective, it will build employee morale and productivity.

Give us your feedback and share the method that is most effective for you.  Whatever you do, make it a great day!

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Attract and Keep Excellent Remote Employees

On March 10, 2022   /   Innovative Problem Resolutions, Pandemic Resolutions   /   Leave a comment
Attract and Keep Excellent Remote Employees

In 2020 many companies faced the task of taking their workforces remote due to the pandemic. The change was abrupt, swift, and caught employers off guard leaving them to quickly create and implement new structures, plans, and policies in order to manage newly minted remote employees. 

The early days of the transition presented challenges with the internet, communication, and supervision (just to name a few) causing high levels of stress for all staff levels.  As a fun way to relieve the strain, the employer/employee virtual happy hour was born.  

Flash forward to 2022.  With the heyday of the digital cocktail party becoming a distant memory, employers now recognize that they must find creative ways to attract and keep exceptional remote employees.  Similarly, remote employees’ expectations have surpassed virtual mixers to keep them happy.  They want to feel seen, heard, and valued by their employer. 

Here are a few ideas for employers to consider:

1) Enthusiastically express appreciation.  A handwritten “Thank You” note, including a gift card, tells remote employees that their work is respected and valued. 

2) Respect their time.  Eliminate unnecessary meetings. Give extra time off.  Bottom line, find useful ways to say, “You are an important asset to our company and we’re glad you’re on our team”.

3) Reduce interruptions throughout the day.  Constant direct messages (pinging) can quickly become an additional stressor for remote employees and negatively impact productivity. 

4) Allow extra breaks and avoid micromanaging.  For a variety of reasons, employers keep a close watchful eye on their employees’ online activity.  Routine self-care breaks are still necessary and should be encouraged rather than scrutinized.

5) Promote mental health.  Because some remote workers may feel isolated, consider offering confidential assistance from mental health professionals.

Let’s be clear, the hybrid company (consisting of employees who have a remote and brick and mortar office) will become more dominate as time progresses.  If companies fail to plan to attract and keep proficient “hybrid” employees, they should prepare to lose them to competitors.

Keep in mind that a lack of employee engagement will adversely affect morale, productivity, customer satisfaction, revenue, and profits.

In the comments below, tell us how you plan to attract and keep your remote employees. 

Make it a great day!

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