Tools For Business Success
Talk Around The Office
Two of the most dreaded words in corporate Americaperformance review: the yearly treat of having your managers and peers dissect your job performance.
The formal review should be an ideal means for coworkers to point out your strengths, as well as your weaknesses. But, what is the great benefit of input that takes place only once a year?
Our search for excellence, whether it relates to ourselves, our business or our relationships requires feedback. Feedback is simply sharing perceptions of what was seen, heard and/or felt from the people who work with you. Doesnt sound difficult, does it? So why do people struggle with giving and requesting feedback?
Getting Back To Basics
The first thing to consider is that in order for a review to be effective, it must occur more than once or twice a year. Krysiak believes, Reviews must occur every single day, every single hour. The only way for people to improve their job skills is for the people they work for to provide candid, timely performance evaluations.
There is nothing formal or complex about it, Krysiak declares. Its about getting back to basics. The principles all draw parallelisms to events that occur in our daily lives. (See sidebar)
The Art Of Making Art
And therein lies the challengehow does a person learn the art of giving and requesting feedback?
The learning process consists of first, self responsibility and then learning to both give and request constructive feedback. When all is said and done, properly delivered feedback is necessary to improve and increase performance effectiveness, customer satisfaction and profitability.
The first, and most basic step in the model is accepting
self responsibility. We all have an innate desire to maximize our full potential.
Whether we are referring to our personal lives or business, we must be driven
to improve every aspect in order to increase tomorrow's profits. Krysiak
states, You must have a desire to improve. The first step to transformation
One of the key principles that Krysiak incorporates in
his method is the importance of good communication skills. In order to maintain
open lines of communication one must:
Good interpersonal communication skills are crucial in creating constructive feedback dialogue. Without developing good communication skills participants in a feedback dialogue will accomplish minimal, if any, results.
Sticks and Stones
Krysiak feels this is no different than the growing pains
and emotions we all experienced as a kid. Ideally, if approached properly,
feedback results in a wonderful growing experience. In reality, some exchanges
are more difficult than others. Maybe your co-worker is feeling under the
weather and isnt receptive to your feedback. Or perhaps the person
giving you feedback is in a bad mood and their words are harsh and scathing.
There are always going to be those people who are particularly sensitive
and cannot handle criticism of any kind.
Whereas harsh criticism can hurt the relationship between two people, too little feedback can have a negative effect as well. For example, a co-worker does a presentation for the company. Afterward they request feedback and their coworker tells them, It was good. While these generic expressions, or white lies, are quick and easy alternatives to true feedback, they are not guiding responses and have little or no benefit.
Making the Connection
Strained relationships in the office are always challenging. If reasons exist that absolutely prevent an emotional connection from occurring Krysiak offers two choices: 1. Either appeal to reason with the other person or 2. Wait for another day.
When a new relationship is being formed apply the Do Unto Principledo unto others as you would have them do unto you. Let the person know that you expect the same feedback in return. By applying this principle before offering your guiding thoughts, people will recognize that cooperative feedback is a two-way street.
Once You Learn to Ride a Bicycle, You Never Forget