#performance feedback

Goldberg, E. (2022, March 4). Why Your Boss Wants to Know Your Love Language. The New York Times. https://www.nytimes.com/2022/03/04/business/employee-satisfaction-remote-work.html UTL Link: http://myaccess.library.utoronto.ca/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fblogs-podcasts-websites%2Fwhy-your-boss-wants-know-love-language%2Fdocview%2F2635454155%2Fse-2%3Faccountid%3D14771

Emma Goldberg writes: "Love languages, a method of understanding how people prefer to give and receive affection, were introduced in a 1992 self-help book by the marriage counselor Gary Chapman. These categories were later adapted for the workplace by Dr. Chapman and the psychologist Paul White and became 'languages of appreciation.' ... [I]n recent decades, employers have learned that they have to supplement paychecks with other sources of motivation, especially when they’re asking workers to spend long hours on the job and when there’s a labor shortage. Workers want reassurance that their bosses and teammates like them. The benefits of appreciation are manifold: lower turnover, fewer days missed, even a reduction in on-the-job accidents. Two-thirds of workers in a 2017 survey said that they would probably leave their jobs because of a lack of appreciation, according to the staffing firm Office Team."

"But affirmation typically benefits workers who are more vocal about their accomplishments or those who are able to drop family or other personal obligations to pick up last-minute professional tasks. And the stakes of recognition aren’t just about improving people’s moods but about who gets advancement opportunities and the higher pay that comes with them. ... [P]raise is not evenly distributed among different worker demographics. A Stanford study of performance reviews published in 2020 found that men were more likely than women to be given 'standout' descriptions like 'genius' or 'game-changer.' They were also more likely to be depicted as “ideal workers” who prioritized professional over personal responsibilities. These perceptions, the researchers noted, most likely make it easier to justify promotions."

Additional Information

Chapman, G. & White, P. (2019). The 5 languages of appreciation in the workplace empowering organizations by encouraging people. Northfield Publishing. https://librarysearch.library.utoronto.ca/permalink/01UTORONTO_INST/14bjeso/alma991106986685606196 UTL eBook Link: https://ebookcentral-proquest-com.myaccess.library.utoronto.ca/lib/utoronto/detail.action?docID=5606507

Correll, S.J., et al. (2020). Inside the Black Box of Organizational Life: The Gendered Language of Performance Assessment. American Sociological Review 85(6), 1022-1050. https://doi.org/10.1177/0003122420962080 UTL Link: https://doi-org.myaccess.library.utoronto.ca/10.1177/0003122420962080

Correll, S.J. & Simard, C. (2016, April 29). Research: Vague Feedback Is Holding Women Back. Harvard Business Review. https://hbr.org/2016/04/research-vague-feedback-is-holding-women-back

Pendell, R. (2021, November 10). 5 Ways Managers Can Stop Employee Turnover. Gallup. https://www.gallup.com/workplace/357104/ways-managers-stop-employee-turnover.aspx

Harter, J.K. et al. (2013). The Relationship Between Engagement at Work and Organizational Outcomes. Gallup. https://employeeengagement.com/wp-content/uploads/2013/04/2012-Q12-Meta-Analysis-Research-Paper.pdf

Hamdani, M. & Biagi, S. (2022, February 1). Providing Performance Feedback to Support Neurodiverse Employees. MIT Sloan Management Review. https://sloanreview.mit.edu/article/providing-performance-feedback-to-support-neurodiverse-employees/

Employee feedback is any kind of feedback where an employee gets feedback on the basis of their performance, skillset, or ability to fit in. Employee feedback is often done in an organization to improve the performance of the employee. Employee feedback is very essential as it helps and guides the organization to be on the path of the organization's goal.

According to a study, employees take feedback in a good way but in many organizations employee feedback is not done which is a major drawback. To help you with this we StartupHR Toolkit have come up with a blog on Employee Feedback so that you can get all the information on how to conduct effective employee feedback.

The following are some of the pointers you can refer to conduct successful employee feedback.

1. Give Specific Employee Feedback.

2. Why Wait For Quarterly Reviews?

3. Always Give Feedback on a 1-2-1 Basis.

4. Focus on Individual Efforts Over Team Performance.

5. Focus on Behavior and Not the Individual

6. Feedback is an Opinion, Don’t Generalize it.

7. A Balanced Feedback

8. Time Your Feedback

9. Be Prepared With Your Feedback

10. Make Employee Actionable to the Feedback

For more information do visit StartupHR Toolkit

New Post has been published on https://martechguide.com/giving-feedback-to-top-performers/

Giving feedback to top performers

Giving feedback to top performers

Lack of clear expectations and burnout

Imagine this!

Players go onto the field (or court) ready for the game, however, this particular game has no rules.

No expectations of standards of behaviour.

What do you imagine would happen?

My best guess is that there would be those who would immediately see the pointlessness, and they would go and do something more interesting and rewarding.

There would be some who would enjoy the freedom of…

Re-engineering Performance | Entrepreneur – Entrepreneur

This article was originally posted in Entrepreneur [ad_1]

We live in an age of image projection. Instagram gets over 95 million posts per day. You can find hundreds of thousands of pictures of engagement rings, new puppies, exotic dinners or washboard abs at any given moment.

Even LinkedIn is probably sending you dozens of notifications each month reminding you to congratulate your high school…

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