As a human performance specialist, I always study any problem systematically to find out the gaps that separated an organization (or an individual) from its goals. Accordingly, I find solutions to bridge such gaps. But it is very important to me, not only to bridge such gaps, but also bridge them in less time, using less resources while doing less efforts.
There are always different kids of solutions, different roads that lead to the needed goal, but the best road, in my opinion, is the shortest, less expensive and needs less resources and much less efforts. And this is how I stand out of the others…
However, sometimes the shorter road is not the best road. I am looking for the best shortest road… I believe it can’t be better than this. What do you think?
The attached article critiques that the sandwich feedback might not be as effective as it should be.
Sandwich feedback is when you receive good news followed by bad news then good news.
Well, from my own point of view the sandwich feedback is not effective for different reasons, such as…
1. Usually people like to hear what they want to hear, so they might take only the good news and through the negative news away which are the main message.
2. This could create unclear message. Does that mean I’m good or I’m not? What does this mean exactly.
3. This is a suger coating of the real problem, because people avoid to upset others who are reviving the feedback.
However, where you provide a feedback you want to make things better, right? I believe the best way is to provide the negative news straight ahead, but you can also offer different ways to make things better and how to overcome such negative outcomes.. You can also remind the person of the good skills and qualities he or she has that would help them to overcome such bad feedback.
At the end of the day, feedback is a very powerful and essential tool to keep growing and improving, but it has to be straight forward while offering solutions to solve the problem.
What do you think? Would you prefer to suger coating the problem?
Hyper work is a new term that is coming out recently due to the changes took place during the recent years when workers recognized the importance of self-care, mental health, and enjoying life. Some workers are back to the offices and do not mind to spend all the working hours at the office away from the home. Meanwhile, the other half of the workers are looking for a balanced life style, where they would have the freedom to work remotely (whatever that remotely means to them). Some of these workers are willing to quit their jobs even if they are making 6 figures salary. They just prefer to have a better mental health, and enjoy life more with less stress.
All these changes, in addition to the explosion of the technology (including social media platforms) that created other income streams; require a new working environment and protocol for working, and seek different setting for different types of jobs.
I believe we need to look at the type of the job, keep improving the work environment including the schedule flexibility, the skills of the workers and consider to adapt a completely new approach to the carrier and job market.
Is this period about the job revolution? Could be. However, we do need more research, more experts and more leaders who care about evolving both human beings and economic system.
Have you imagined that a time would come that your employees will work from home? No one was prepared to manage employees while working from home. However the attached article highlights the most useful tips for managers to handle remote teams, and here they are :
1. Trust your employees
2. Set up recruiting one-on-ones
3. Host daily meeting (cyber meeting) especially for on going projects.
4. Set clear expectations
5. When hiring new members, let your employees be part of it.
6. Always take the most advantages of technology
7. Encourage communication, and plan for vertual activities.
8. Let them know that you are investing in them
9. Aim for shorter meetings
10. Keep everyone involved and in the same page
11. Create a routine meeting, and never avoid vedio callings.
12. Celebrate success and lead with empathy
I believe that the most important thing is that employees should feel the responsibility towards the outcomes of their job, accordingly they should be fully aware of the goals and what is really needed to achieve.