 Whether you’re dealing with a supervisor who criticizes you in front of others, is dismissive of you, interrupts you, or otherwise frustrates you, giving negative feedback to the person you report to is a daunting prospect. Writing in the Harvard Business Review, Tijs Besieux, a researcher at Harvard Business School, offers tips for deciding whether and how to proceed.
Have you ever given negative feedback to your manager, and did it yield the desired result? As a manager, can you remember when one of your employees successfully gave you negative feedback? To join the conversation, click "comments" above. Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.
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 You may have seen the letter “B” added to the three-letter acronym DEI (Diversity, Equity, Inclusion), which has become ubiquitous in the world of business, government, and academia. The B stands for Belonging. According to Forbes senior contributor William Arruda, “Belonging is critical for inspiring a productive, engaged culture within any team.”
The hybrid/remote work environment has diluted human interaction, along with people’s sense of belonging. More than half of American employees reported feelings of isolation in the past year, and, according to McKinsey, 51% of people who left their jobs in 2022 did so in search of belonging and connection. Great Place to Work revealed that when employees experience belonging, “they’re three times more likely to say their workplace is fun and five times more likely to want to stay at their company for a long time.” So, how can organizations foster a sense of belonging?
Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.  The best leaders motivate and inspire people. Writing in Inc., contributing editor Marcel Schwantes characterizes four simple, accessible behaviors that consistently create impact and drive performance:
Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.  Without quality leadership, employee engagement and retention are endangered. Turnover hurts the bottom line, since hiring a new employee to replace an old one can cost anywhere from an additional 50 – 200 percent of the role’s salary. A far better solution, according to Katy Tynan, a principal analyst at Forrester, a global research and consulting firm, is to invest in leadership training.
According to a survey of more than 700 HR leaders conducted by Forrester and HR Executive Magazine, 65 percent of businesses spend up to $2500 per employee annually on such trainings. Consider that if five managers making $100,000 annually quit, a company might need to spend $500,000 replacing them. Of course, leadership development isn’t something you can simply throw money at, and there is no guarantee that one course will transform a person’s leadership ability. Tynan’s advice for retaining the best talent is to reinforce workshops and virtual learning programs with immediate opportunities for practice. For example, after a workshop on giving feedback, HR leaders could match attendees with learning partners to practice in simulated real situations. Time, of course, has its own cost, but creating a learning community of practice can have deep and lasting benefits. How much does your organization spend on leadership training, and how much time does it allocate for follow-up? To join the conversation, click "comments" above. Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. |
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