Comments on: Employees Are Desperate for Feedback

By: Your Best People Are Getting Calls « The Staffing Advisor

Your Best People Are Getting Calls « The Staffing Advisor — Tue, 17 Nov 2009 01:55:50 +0000

[...] them feel valuable? What kind of performance feedback are you giving? Studies show that most people want more feedback and many people feel ignored by their [...]

By: Derek Irvine, Globoforce

Derek Irvine, Globoforce — Fri, 06 Nov 2009 21:39:29 +0000

From an Ann Bares post: “67% say that they get too little positive feedback and 51% say that they get too little constructive criticism from their bosses.” (links provided here: http://globoforce.blogspot.com/2009/10/puppy-approach-to-performance-reviews.html)

Employees crave success in the workplace, but so often we fail them by not telling them when they are successful, what they did to achieve that success or how much that effort is appreciated. Equally important, we also often fail to tell them when they have not achieved success and what they could or should do differently in the future. Such feedback – positive and negative – is far more effective in the moment.

By: James Woolwine

James Woolwine — Tue, 03 Nov 2009 23:55:37 +0000

Mark – Great post and it is sad to say that supervisors do not realize that they need to interact more with their reports. I recently mentioned in my blog that great leaders are also great teachers (http://streetviewconsulting.com/blog/?p=9) and great teachers take time to understand their students. By the way, I think great leaders are rare and I think your numbers would agree.

By: 51% of employees don’t know whether their performance is where it should be

Mon, 02 Nov 2009 12:55:52 +0000

[...] Employees Are Desperate for Feedback | The Business Execution Blog / Success Factors | Mark Murphy | 29 October 2009 [...]

By: Wally Bock

Wally Bock — Thu, 29 Oct 2009 21:53:55 +0000

Great post, Mark. Your data map precisely to what I found when I looked at the behaviors of top performing supervisors versus their peers. The one key behavior that set the top performers apart was that they showed up a lot.

That seems simple, but it makes the feedback you talk about possible and more effective. If you show up a lot you have conversations and some of those involve feedback. If you show up a lot, the fact that you show up is routine, and not a special event, so defensive shields don’t automatically lock into place when you show up. And if you show up a lot, the feedback you give is both routine and involves small adjustments, making it easier to give and easier to take.

By: Ross Bentley

Ross Bentley — Thu, 29 Oct 2009 18:39:17 +0000

Mark – Great post, although a little sad that so many employees are practically begging for feedback. I recall a job I had many years ago where I could go more than a week without even seeing my supervisor, let alone ger feedback. Feedback was reserved for that one 20 minute meeting each year where he ticked off a box saying that he had done a performance review. Arrggghhh. By the way, I wrote a piece about how to give feedback in my blog at http://go-perform.typepad.com/performance_learning/2009/07/feedback-on-feedback.html.html.

Thanks for the great post, and especially the real numbers that back up what you’re saying.