Post by Lorna Beaton on Oct 26, 2021 20:01:11 GMT
How are you getting feedback on how you are doing? I am consciously seeking others feedback from others more often since starting LA something I never really did. I most regularly do this after big meetings, presentations or challenging situations to get feedback on how the situation was handled.
How are those around you getting feedback from you? I give feedback daily at team meetings and 1-2-1s both informally and formally.
Are there ways you can enhance how you give and receive feedback? Is yes, explain. I am going to get back to doing more celebrations as I have moved away from these. I need to reach out to a wider audience for feedback as I tend to go to the same people.
Think about some of the performers in your department who may not be performing to the standard you expect. What behaviors can you identify that may be contributing to disappointing performance? I identified a couple of weeks ago 1 new member of staff that appeared to be a bit of a slow starter on growing her facebook reach. On closer examination she was unclear of what was expected of her due to a change in manager. Expectations were laid out and realistic objectives agreed. I had an update with her today and she is now a week ahead of where we agreed her to be. Great job all round.
• When you are observing others in the workplace, would you say you notice more positive or negative things? I tend to focus on the positive and if I uncover ‘negative’ I try to come from the perspective of support.
• How, specifically, do you pay attention to the positive? I really enjoy going to offices and noticing and feeding back good work that’s being observed, I can see how it raises the atmosphere and confidence in offices and within teams. For example I will share the likes of, “I noticed how patient you were with that participant it was wonderful to observe”. “I love how personable you are with your participants” “your smile is infectious”. I will also feedback to managers if I see positive work from staff that are not my direct reports.
• When was the last time you recognized someone for his or her actions? Today, New starter well ahead of what would be expected in terms of quality, compliance, and performance. I showed her the numbers, did a live file check with her to show her what I thought was great about it. She was so happy with the feedback.
How are those around you getting feedback from you? I give feedback daily at team meetings and 1-2-1s both informally and formally.
Are there ways you can enhance how you give and receive feedback? Is yes, explain. I am going to get back to doing more celebrations as I have moved away from these. I need to reach out to a wider audience for feedback as I tend to go to the same people.
Think about some of the performers in your department who may not be performing to the standard you expect. What behaviors can you identify that may be contributing to disappointing performance? I identified a couple of weeks ago 1 new member of staff that appeared to be a bit of a slow starter on growing her facebook reach. On closer examination she was unclear of what was expected of her due to a change in manager. Expectations were laid out and realistic objectives agreed. I had an update with her today and she is now a week ahead of where we agreed her to be. Great job all round.
• When you are observing others in the workplace, would you say you notice more positive or negative things? I tend to focus on the positive and if I uncover ‘negative’ I try to come from the perspective of support.
• How, specifically, do you pay attention to the positive? I really enjoy going to offices and noticing and feeding back good work that’s being observed, I can see how it raises the atmosphere and confidence in offices and within teams. For example I will share the likes of, “I noticed how patient you were with that participant it was wonderful to observe”. “I love how personable you are with your participants” “your smile is infectious”. I will also feedback to managers if I see positive work from staff that are not my direct reports.
• When was the last time you recognized someone for his or her actions? Today, New starter well ahead of what would be expected in terms of quality, compliance, and performance. I showed her the numbers, did a live file check with her to show her what I thought was great about it. She was so happy with the feedback.