‘Good leaders hear the needs of their employees, great leaders actively listen and care.’
‘Feedback conversations don’t have to occur in an annual review and don’t have to happen constantly. They have to happen in a collaborative and relevant way so that it matches both the work and career goals.’
‘Putting a sound strategy in place doesn’t do much if you’re not following up with with a targeted action plan.’
‘Don’t wait for the annual performance review to evaluate and let go of poor performers.’
‘Organizations and their leaders should worry less about compliance, ranking, and reviews and more about the big picture, creating a culture of coaching and feedback that empowers employees to use their skills and talents to support the company’s goals while also achieving their own.’
‘Performance enablement is a new and far better path toward organizational effectiveness and employee satisfaction than old-fashioned performance management.’
‘Employee goals should be agile and tied to the company’s top-level goals and should cover personal development and help employees strive to do more with their careers.’
‘A plan that suits your organization can open the eyes of everyone, from the newest hire to the executive, to how they can secure more effective training, how the company can reenvision its goals, and essentially how the individual and the institution can serve one another more effectively.’
‘The key to effective use of a people development plan is communication. Maximize effective interactions between managers and employees, and ensure that executives are accessible to all.’
‘Offering feedback in the flow of work helps you address behaviors in real time. Employee will make a better connection between what you’re telling them and how they can improve moving forward.’
‘The greatest leaders enable others to disrupt the status quo and facilitate growth, innovation, and change.’
Source
Doug Dennerline, Jamie Aitken (2023). Make Work Better: Revolutionizing How Great Bosses Lead, Give Feedback, and Empower Employees
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