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✗ He fails to provide managers with the necessary information when a problem arises. For recurrent questionnaires: no one forgets to answer because it sends, Increase workplace satisfaction by improving, Use status updates for future reference and. ✗ He appears uninterested in helping customers with their challenges. ✓ He has a special ability in connecting people and he applies this ability well as a manager. Without your help I would have had to delay this project which was the last thing we needed to do as a team. This is part of our CHRO Community Series, which highlights big ideas from CHROs working to push the boundaries of HR and transform their organization for the better.Our first mini series focuses on improving feedback operations within organizations. ✗ He has a tendency to make decision without thinking through its potential consequences. ✗ He does not know how to use his time appropriately to complete his assignments. ✓ He is very good at managing his team to perform their tasks excellently. He resolves difficult situations in an amazing manner. He shares anything he knows with other colleagues. His commitment to punctuality and attendance has contributed greatly to our team’s overall success. He never interrupts them during a conversation. ✓ He expresses ideas clearly and effectively, both orally and in writing. His daily work ethic is a standard which others should follow. For example, if your organization uses OKRs, connect them to your feedback … ✓ He recognizes potential in others, and seeks to help them reach that potential. ✗ He uses inappropriate language with customers. ✗ He is more suitable to an individual-focused environment than a group-work environment. ✓ He encourages employees to take responsibility for their performances. He always performs his assignments through initiative without supervision. ✗ He always accepts too many tasks and cannot cope with the huge amount of work in result. He is rarely absent and follows company policy. He feels confused when setting goals and leading his team forward. ✗ He has a difficult time thinking “outside of the box” and creating new and untested solutions. ✓ He is able to summarize and communicate key business decisions effectively. He seems to always be in survival mode without focusing on the goals necessary to move his team forward. ✓ He demonstrates appreciation for others and thanks them for their assistance. ✓ He can be counted on to carry out assignments with careful follow-through and follow-up. ✓ He makes decisions that consistently reflect his strong commitment to acting reputably. ✗ He does not willingly take on additional responsibility or step forward when new tasks or projects arrive. ✓ He attained perfect attendance over the time period. ✗ He does not actively cooperate with others. A constructive feedback example about behavior is, “When you talk over Pam in the meetings, you’re making the women on the team feel less comfortable speaking … Use these examples as inspiration for your own organization, but don't create carbon copies. ✓ He automatically works extra hours if that’s what it takes to get the job done right. Transparency is the key to constructive feedback. He does not mind showing off his positive attitude to the team. ✓ He is a positive influence on those around him and inspires them to work harder. ✗ He does not understand the intricacies of managing a high performance team and has yet to perform. ✗ He won’t improve if he continues to neglect the opportunities in front of him. ✓ He is a careful person. This causes problems when an untested or unexamined idea is moved forward too quickly. ✗ He finds it difficult to plan an action without instruction. ✗ He repeatedly asks the same questions about his job duties. ✗ He talks excessively and this distracts himself and his colleagues. ✓ He is willing to get her hands dirty with his employees to ensure the job gets completed on time. Includes free positive feedback examples and essential information. ✗ He has met difficulties in handling his workload. ✗ He does not understand how complicated relationships management is. ✓ He finds it easy to connect with others and relates well with them. I think we can look at developing XXXX next time and we must make sure we tighter to deadlines next time.”, "I really like how you dealt with the client. ✓ He is able to connect with people in a uncomfortable environment and encourage them to do a great job. ✗ He was a great individual performer but so far has not proven he is a good manager. ✗ His punctuality is very poor and unacceptable. ✗ He feels shy when he communicates with others and he cannot build good relationships with his colleagues. ✓ He can quickly build a positive relationship with people. ✓ He makes a positive contribution to morale. ✓ He regularly contributes fresh ideas. Should we not make the time worthwhile? ✗ He often assigns his members duties without giving them information or feedback. He is capable of handling a variety of assignments. Hands dirty with his staff members together well to his job description seriously made a big difference when dealing client. 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