Sticky notes in meetings, co-workers’ input and AI evaluations will keep workers constantly informed of their performance.

Feedback — both positive and negative — is essential to helping managers enhance their best qualities and address their worst so they can excel at leading. Strengths-based development can, unfortunately, lull people into believing there are no areas in which they need to improve. So instead of encouraging people to avoid negative feedback, we should focus on how to deliver it in ways that minimize the fight-or-flight response. One approach is called Situation-Behavior-Impact (SBI). Feedback providers first note the time and place in which a behavior occurred. Then they describe the behavior — what they saw and heard. The final step is to describe the impact the behavior had in terms of the feedback providers’ thoughts, feelings or actions.

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More companies are ditching anxiety-inducing corporate lingo for what they see as gentler terms. Reviews become ‘connect’ sessions.

One of the first major studies on remote work shows a hidden penalty of flexibility: less supervision.

Our work is ever-changing. But the way we collect feedback is stuck in the past.

Many companies suspended reviews during Covid. Now they are paying renewed attention to worker performance—much to the chagrin of some employees.

What mistakes are you making in your feedback conversations?

Think of yourself as a coach.

Here’s how to do it.

Here’s a fundamental truth: Abrasive leadership is tolerated - even rewarded – almost everywhere. And chances are that in the course of your career as a senior leader (or HR professional supporting senior leaders), you too may have allowed it to happen on your watch.

Tom Henschel

Tips for a productive discussion.

This moment — this crisis, is calling on you. It’s calling on you to have real conversations with the real humans inside your organization…

Making critical feedback “nice” doesn’t make it more effective.

Micky Onvural turns to close friends and fellow CEOs for guidance, but she also uses whimsical exercises to shift perspectives.

People who achieve short-term results at the long-term expense of the organization can be devastating.

Have something difficult to say? These are the exact words you should use.

Marcus Buckingham Ashley Goodall

Help them find a new job and get back on their feet.

Here’s what we know – everyone makes mistakes. Sometimes a failure is our own fault. Sometimes it’s because we were counting on something or someone else. It could be in our control, or not. But one thing is for sure: we all make mistakes. Given that reality, here’s the bigger question: how do you handle … Everyone makes mistakes… CONTINUE READING

The other day I said to my boss, “After this is over, I’d like to sit down and talk thru where I made mistakes or where I made all of this harder than it should have been.” Fifteen years ago I would have never said that. It would have been a request to have someone … Leaders ask for feedback CONTINUE READING

Companies need candor from their employees, but bosses must take real steps to make clear they’re open to bad news and contrary opinions.

We need to change how we think about mentorship. Too many people still think of a mentor like Yoda -- an older sage, descending from his lofty perch to deliver timeless wisdom that will guide them along the trajectory of their careers.