Do you know to design your check-in to maximize your time, effort and impact?
It’s common wisdom that great managers also provide great feedback through regular check-ins. But how can we know how to plan and conduct check-ins that can really help our employees to thrive? Check out our latest guide for a step-by-step breakdown of what makes 1:1s most effective and how you can be a great manager too.
The nightmare scenario for any coach or manager is working hard to help develop employees and still seeing no progress, or worse, seeing them become more and more disengaged.
In our infographic, 7 Nightmares That Scare The Heck Out Of Managers (and what to do about them), we explore seven common situations managers find themselves in and what to do about them. To read more about how to deal with nightmare coaching scenarios, download our eBook, War Stories From The Coaching Trenches: Survival Advice For Managers and Coaches.
Coaching employees can be an intensely rewarding experience. But, if you don’t know how to set limits or spot trouble, it can also turn into a soul-sucking nightmare.
Here’s some advice we’ve collected over the years on how you can practice some basic self-preservation, avoid being pulled into the void, and still function as a fantastic and effective coach for employees.
There are a lot of studies on feedback in the workplace, and together, they can be startling – because they often seem contradictory.
We want more feedback, and in particular critical feedback, but we are also stressed out giving and receiving feedback. When we get feedback right, it can make a huge difference driving engagement, retention and productivity.
As humans, we have a very complicated relationship with feedback. Especially at work.
Even studies and surveys feel contradictory: We know we need critical input. We know it works. But we also know it creates high levels of stress for everyone—and that it can easily backfire.
So how can you set up a feedback system that actually works? Scholars say the solution is encouraging employees to proactively request the feedback they need. Employee-driven feedback gives workers autonomy that decreases stress and increases effectiveness for everyone.
You probably already know why you need a great coaching and feedback solution for your organization. Still, it can be challenging to convince others why it should be a top priority.
This new guide offers research, statistics, and tips to help you socialize the benefits of feedback and coaching with peers and leadership throughout your organization—turning what everyone knows intuitively into a solid business case that will spark action.
Like the famous story of the mice who’d like to put a bell on a prowling cat—evolving a performance management system can feel like a great idea that is hard to put into practice. In order to successfully implement change, three conditions must be present: a pressing desire for change—or dissatisfaction with the status quo, a vision for the future, and a process or plan for change.
Stop the madness – It’s time to change the way you manage performance.
If only 1 in 5 employees feel their performance is managed in a way that motivates them to do outstanding work, then why do we continue to employ outdated practices?
Now’s the time to modernize your performance management processes to promote greater employee engagement, motivation, and productivity. In our new infographic, 12 Compelling Reasons to Change Your Performance Management Practices, we help you diagnose organizational pain points and create a business case for change.
In sales we make buying decisions with our emotions, and then use logic and facts to justify those decisions. That’s why stories and analogies are essential components of any selling process. Stories help us engage with our prospects more effectively and put them into the right frame of mind to hear what we have to say.
People tend to make buying decisions with their emotions, and then use logic and facts to justify those decisions (yes, even health care practitioners). That’s why stories and analogies are essential components of any selling process. Stories help us engage with our customers/prospects more effectively and put them into the right frame of mind to hear what we have to say.
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.
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.
Devices, apps and connectivity in the workplace are all at an inflection point. The adoption of smartphones means technophobia has given way to heavy tech use in all aspects of our work—with massive changes underway in how we communicate, collaborate, coach and manage.
Dread giving feedback to certain employees? Studies show that most employees want to receive feedback, even if it’s “constructive” in nature.
However, we all have one or two team members who, at best, give us pause before we provide them with feedback or, in worse case scenarios, cause us to avoid it all together.
Giving tough feedback can sometimes be as difficult as receiving it. According to one survey, 69% of managers say they sometimes hate giving feedback. Particularly when employees react in uncomfortable ways—growing angry, defensive or upset.
Is your field development strategy being dictated by a CRM software solution that was never intended for field coaching, to begin with?
Are you shopping for a great new performance management software solution? Something that will organize your team around a unified coaching and feedback framework, engage and motivate your employees, and give you meaningful data?
Traditional performance reviews are riddled with pitfalls that can make the process counterproductive. If you are looking to improve your approach to performance management, download our new infographic that outlines practices you will want to avoid at all costs - 5 Performance Review Habits to Break.
Life Sciences field sales organizations have distilled employee coaching down to a perfect science. The recent rise of data-driven sales has quantified and honed field coaching, training, and development processes until they have become a science of their own, almost entirely driven by the numbers.
Traditional performance reviews are deeply flawed. Because they rely heavily on a single moment of contact and a single point of failure, they don’t reflect the holistic nature of modern coaching and performance management.
Only 7% of face-to-face communication is sent through words.
Without even knowing it, you may be sending and receiving signals during employee feedback that could be undermining your message or sabotaging your coaching. You might also be missing signs of engagement or disengagement that could be important.
How can you interpret—or send—these nonverbal cues to enhance your message, or avoid a disaster? This guide can help.
Managers, looking for practical tips on how to coach to different personality styles? Download our new infographic on the 10 Essential Tips to Coaching Introverts and Extraverts.
Are your employees introverts, extraverts, or ambiverts? How does that impact your coaching style?
This 15- page guide looks at the unique challenges of coaching employees across the extravert vs. introvert spectrum. We define the types and their most common traits, talk about how they often interact on your team, and how they respond to different feedback styles.
Looking to boost employee engagement? Download our latest ebook, “Who Really Benefits From Employee Engagement.” In it, you will get valuable information to increase engagement at all levels, thus driving greater overall organizational performance. Learn how greater engagement benefits:
For most of us, it’s the the time of year that conjures up long, sunny days, backyard barbeques, and Saturday’s spent at the pool or beach. But for HR, it can signal something a little less fun: The Dreaded Summer Slump.
Managers: wondering if your millennial employees are really hearing what you’re saying? If you’re looking for more creative ways to engage with the largest generation in today's workforce, our latest eBook will give you some ideas for new approaches, including:
Need a good read for your next vacation or commute home? Download our latest infographic for our Top 10 Reads for Increasing Employee Engagement, and start bolstering your management skills to create a workplace culture your colleagues thrive in. A few of our favorites include:
Managers, always find yourself scrambling at the last minute to prepare for annual performance reviews? Download our new infographic on the 3 Steps to Evolving the Annual Performance Review to learn ways to ease the process and help your employees get the most out of their reviews.
Millennials – the oldest of whom turn 36 this year – will soon make up the majority of the American workforce. But millennials can also be among the hardest groups of employees to keep. What do millennials value in their work experiences, and what can leaders do to retain them?
Did you know disengaged employees cost organizations an estimated $450-550 billion each year in the United States alone? Don't let your employees become a statistic: download our new infographic, Do This, Not That to Enable Employee Performance, for tips.
TalentFirst is proud to introduce the 6 Steps to Performance Management Mastery. This whitepaper is designed to help HR and business leaders leverage the ever-evolving world of Performance Management to engage employees and drive measurable business results.
Trends in Talent Management may change, but one challenge that has remained constant is the need for managers to be more accountable and consistent in how they coach, communicate and give feedback throughout the year.