Useful insights we've gathered from a range of sources
"Blanchard truly understood our needs and met our criteria. In addition, the skill and expertise of their consulting partners and trainers was exceptional and effective. And their methodologies were a practical fit for our culture and people."
More specificity: Be clear on expectations. People want to know what their key responsibility areas are, how they are going to be measured, and what a good job looks like.
More coaching: People are looking for regular ongoing coaching aimed at helping them to be successful in their job. This includes timely, constructive feedback, regular one-on-ones, and specific, meaningful praise.
More frequent evaluation: People want to know how they’re doing and what they can do to get better. Don’t wait until the end of the year—make evaluation at least a quarterly conversation. Do your homework and take the time to give meaningful feedback.
More time spent on career development: Show an interest in your direct reports’ career aspirations. Provide development opportunities. When they participate in a learning event, follow up to see what they learned and have them share their action plan. Chat regularly to check their progress and offer assistance.
About the author:
John Hester is a senior consulting partner with The Ken Blanchard Companies who specializes in productivity and performance management.
First published on Blanchard LeaderChat
12 February 2015