Posts Tagged ‘feedback’

Peer-to-Peer Feedback

February 15th, 2011

One of the traps people fall into on teams is withholding information that’s critical for the team to function. Sometimes the information is about friction between team members. When team members don’t have a way to talk about small frictions, they turn in to big events, damage relationships and spill over onto the team.  So

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Gird Your Loins

January 26th, 2011

….. It’s Time for the Annual Performance Review Vague statements and labels, one-sided evaluations, surprises, and secondhand complaints are just the sorts of things that can make a person want to run away screaming from an annual performance evaluation–probably not the best career move. Here are some tips for dealing with these situations in a

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Public humiliation is not feedback

November 19th, 2010

@mick_maguire asked me about “Differentiation” and how it could possibly fit with an Agile team. It can’t. Not with any team. Mick also pointed me to a blog post where the writer, a fan of Differentiation, described how he implemented the process on his team. As a part of this meeting, each member of the

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No More Middleman: Avoid triangulated feedback

October 6th, 2010

Tom looked up to see Jonathan, who had just transferred onto the team, standing in the doorway to his office. Jonathan looked red and flustered. “What’s up, Jonathan? Looks like you’ve got something on your mind,” Tom said, waving Jonathan in and pulling up a chair for him. Jonathan slumped into the chair. “You know

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Managing a Struggling Employee

October 1st, 2010

Sooner or later every manager faces the same dilemma: What do I do when I inherit or hire an employee who turns out to be a poor fit for the job? Tom was the development manager for a supply chain product. He had an important project to deliver and was staffing up to meet the

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Cupid’s Arrow at the Office

September 20th, 2010

I was recently interviewed for an article on how managers should handle office romances: Office romance 101: Relationship advice for managers:46% of employees have been involved in an office romance. If you haven’t dealt with this issue yet, you surely will. Here’s part of my interview with Esther Schindler. ES: When do you judge that

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Held Hostage by a Prima Donna

September 13th, 2010

What to do when your (so-called) MVP is destroying team productivity. Luke, the manager of the Rev 2.0 team, was walking on eggshells. He’d had another blow up with Shelly, the team architect. He tried to talk to her about the way she had treated the newest employee, Brent, in the design review meeting on

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A Manager’s Guide to Getting Feedback

June 29th, 2010

© 2006-2010 Esther Derby Author’s Note: In general, anonymous feedback in the workplace doesn’t work. It destroys trust, and doesn’t give the opportunity for followup, clarification, or problem-solving. But there is an exception.  Sometimes the only way to get feedback up the chain–from direct reports to managers–is to use a process that anonymizes individual responses,

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Real-time Feedback

March 14th, 2010

(c) 2003-2010 Esther Derby This column originally appeared on Computerworld.com Twice a week, I go to the gym and weight train with Brooke Darst, a Certified Personal Trainer. As I perform my exercises, Brooke provides a constant stream of feedback: Minor corrections, “Chin in! Lower your right shoulder. Stand up straight!” Encouragement, “Perfect!” and recognition

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Shocking Survey Results about Performance Appraisal

May 21st, 2009

The landed in my inbox this morning: In a famous Leadership IQ study, we surveyed 48,012 CEOs, Managers & Employees about their performance appraisals. Here’s the shocking results: Only 13% of Managers & Employees thought their performance appraisals were effective. And only 6% of CEOs thought their appraisals were effective. We also discovered that only

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