We talk a lot about positive and negative feedback, and also about positive and negative reinforcement. Reinforcement and feedback are both useful tools in a manager’s skill set. But are they the same thing?
We all want to motivate employees to reach their potential. But how do we know what works best—positive motivation or negative? Feedback or reinforcement?
We forget 40% of what we learn in the first 20 minutes, and within a month, most of us can recall only about 21% of what we are taught.
A hundred years ago the word “education” may have conjured up images of chalk and slate in school-houses, or strict nuns rapping students on their knuckles. It was a different world.
On a baseball team, a utility player adds value by playing well in a multitude of different positions. Team managers routinely call utility players into a whole variety of situations, because they can count on them to always help.
Good talent management technology doesn’t dehumanize us, it amplifies who we are and enables us to connect with one-another like never before. Today’s workers now actively expect engaging, productive digital tools to help them to do their jobs better.
Co-authored by Zachary Chertok, Research Analyst, Aberdeen Group &
Ted Power, Chief Customer Officer, iCoachFirst
In 2017, Aberdeen found that 64% of Best-in-Class companies (the top 20% of performers as defined by Aberdeen’s Best-in-Class research methodology) distrusted traditional performance reviews.