The strongest leaders provide a formal feedback four times per year to catch up on progress, re-defined goals in light of new information, and provide timely information and guidance to their team members.
- Paul Falcone
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I recommend meeting with your direct reports in their offices, not yours.
- Lee Cockerell
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Instead of saying ‘go figure it out’, suggest to them that they are going to feel great when they figure it out.
- Dale Carnegie
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If you are being micromanaged try to be as open as possible. You want to actually send them more information than they could ever want. Show them how responsible you are. Show them what a good handle you have on the situation. You need to put a micromanager at ease.
- Jocko Willink & Leif Babin
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Focus on the issue, not the person.
- Cy Charney
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No matter what the request (from senior management), give them more than they wanted, sooner than expected, and with your own touch of personal information.
- Jeffrey Fox
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It’s always easier to listen to unpleasant things after we have heard some praise of our good points.
- Dale Carnegie
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I’ve seen too many cases where somebody was in the wrong job for years.
- Lee Iacocca
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When you help others feel important, you help yourself feel important too.
- David J. Schwartz
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The most important skill in a manager’s repertoire is the ability to communicate effectively to associates what you think of their performance, be it positive or negative.
- Cy Charney
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You don’t have to do things my way, but if you don’t, you better find something else that produces the same or better results.
- Lee Iacocca
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Forget the mistake. Fix the process.
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We're re-welcoming you to the company today-a fresh start...Are you willing to commit to us now that you'll hold yourself fully accountable for your behavior and actions and ensure that we never have to have a meeting like this with you again.
- Paul Falcone
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If someone is not performing well, you owe it to everyone on the team, as well as the company as a whole, to change the lineup as quickly and efficiently as possible.
- Lee Cockerell
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You can’t win an argument.
- Dale Carnegie
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An important leadership lesson: when a mishap arises, instead of immediately looking for someone to blame, first see if a flawed policy or procedure is causing the problem.
- Lee Cockerell
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It is recommended that you keep the annual merit increase discussion separate from the annual performance review.
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Always deliver negative feedback as close to the event in question as possible. This enables you to either nip the problem in the bud or ensure that excellence is maintained.
- Cy Charney
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Never let a good boss make a mistake.
- Jeffrey Fox
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Executives often express regret that they didn’t confront problem managers sooner in the process.
- John Kotter
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People crave appreciation almost as much as they do food.
- Dale Carnegie
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It is the duty of the executive to remove ruthlessly anyone who consistently fails to perform with high distinction.
- Peter Drucker
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People need to hear both what they are doing well and where they need to improve.
- Paul Falcone
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The people who get nothing done often work a great deal harder.
- Peter Drucker
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There are two types of people in the business community: those who product results and those who give you reasons why they didn't.
- John Maxwell
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If some people on your team are not performing, their peers know it and your peers know it.
- Michael Watkins
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Life of many a person could probably be changed if only someone would make them feel important.
- Dale Carnegie
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Don’t overdo recognition. Constant compliments to staff will turn the process into a mockery.
- Cy Charney
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I don’t give up on people until I have exhausted every opportunity to train them and help them grow.
- Michael Abrashoff
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Actions are usually forgiven, but cover-ups are not.
- Lee Cockerell
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Relate problems to the larger goals and standards of your company, and be sure that your employee understands the connection.
- Cy Charney
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We all crave appreciation and recognition, and will do almost anything to get it. But nobody wants flattery. Nobody wants insincerity.
- Dale Carnegie
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The key to a successful performance evaluation is whether or not your people are surprised the day you give them their grades. If they’re surprised, then clearly you have not done a good job of setting their expectations and providing feedback throughout the entire year. If you’re communicating expectations and feedback on a continual basis throughout the year, you will minimize, if not eliminate, people’s surprise when you give them the final evaluation.
- Michael Abrashoff
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Recognize people immediately so that there is a clear link between performance and reward.
- Cy Charney
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There should be very few surprises in the annual review.
- Paul Falcone
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Tell people what they did wrong; tell them how you feel about it, and remind them they are better than that.
- Ken Blanchard & Spencer Johnson
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We all love the surprise of getting something extra when it’s not expected.
- Lee Cockerell
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It takes about three positive comments, experiences, or expressions to fend off the languishing effects of one negative. Bring that ratio up to 6 to 1 and teams will produce the very best work.
- Shawn Achor
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Employee attitude surveys reveal that people do not feel appreciated and are seldom told when they do a good job. These same people typically complain that they get instant feedback when they make a mistake.
- Cy Charney
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It’s always worthwhile to make others aware of their work.
- Malcolm Forbes
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The attitude of high expectation should be present everywhere in the organization. Top executives should expect more from management, and management should expect more from staff. In turn, the staff should expect more from their managers, and managers should expect more from the big brass.
- Lee Cockerell
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Look back at your own life and see where a few words of praise have sharply changed your future.
- Dale Carnegie
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Everyone craves praise. Praise is power and it doesn’t cost anything.
- David J. Schwartz
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Ask your staff, in what area(s) do you feel you need additional support, structure, or direction?
- Paul Falcone
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Always focus on the specific issue, and avoid sweeping generalizations as to the person’s character or work habits.
- Cy Charney
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Addressing a mistake by an employee:
(a) talk to them privately;
(b) praise them for what they are doing well;
(c) point out the one thing at the moment that they could do better and help them find the way; and
(d) praise them again on their strengths/good points.
- David J. Schwartz
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Employee performance tends to fall on a bell curve:
(a) 10-20% of staff perform at a very high or outstanding level;
(b) 10-20% of staff need improvement; and
(c) 60-80% of staff perform adequately or "good enough", but aren't serving with much distinction or driving much positive change in the organization.
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Tell new staff upfront that you are going to frequently let them know how they are doing.This prepares them for receiving both positive and negative feedback.
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Don't forget to praise progress and milestones for your new hires.
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