Manager by Design 2011 Year in Review: Top Article Series (part 1)
As we close out the year, here are the top series of articles published by Manager by Design in 2011. Enjoy and thanks to all who support the Manager by Design blog!
Areas where providing feedback is most useful
What inputs should a manager provide performance feedback on?
When to provide performance feedback using direct observation: Practice sessions
When to provide performance feedback using direct observation: On the job
Areas of focus in providing performance feedback based on direct observation: Tangible artifacts
What managers can do about “intangible human-based artifacts”
Giving feedback based on indirect sources (and how difficult this really is)
Three reasons why giving performance feedback based on indirect information doesn’t work
Bonus! Six more reasons why giving performance feedback based on indirect information is risky
Tips for how managers should use indirect sources of information about employees
What to do when you receive a customer complaint about your employee’s performance
Using strategy sessions with employees (as opposed to just “feedback”)
Manager of Manager providing feedback to and about employees (and the difficulty it brings)
What a manager can do if the big boss puts a tag on an employee
More reasons the big boss’s feedback on an employee is useless
On the inherent absurdity of stack ranking and the angst it produces in employees
An obsession with talent could be a sign of a lack of obsession with the system
How to maximize the value of peer feedback
Why peer feedback from surveys doesn’t qualify as feedback
Examples of how peer feedback from surveys is misused by managers
How to use peer feedback from surveys for good (it’s not easy) Part 1
How to use peer feedback from surveys for good (it’s not easy) – Part 2
Some pros and cons of peer feedback directly given by peers
An opportunity to increase the amount of performance feedback on your team
Tips for how a manager can improve direct peer feedback
Bonus! Three more tips for how manager can improve direct peer feedback
How managers receive (or don’t receive) feedback on managing
Managers giving managers feedback on managing: How well is this done?
Management Design: How managers receive performance feedback compared to other jobs
Entry level jobs receive a lot of performance feedback: What about managers?
How about managers ask for feedback from their employees?
Specific phrases and examples for how to ask for feedback from your employees
One more option for providing feedback to manager: 3rd Party Assessment and Coaching
How do employees give feedback to their manager?
How to give feedback to your manager: Some possible openings
Share and Enjoy
Walter Oelwein, CMC, CPT, helps managers become better at managing. To do this, he founded Business Performance Consulting, LLC .
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