To fix those, we think the thing we should be doing is continuously giving each other feedback. But there’s no research at all that says that leads to greater performance. I’ll do 50 speeches ...

Feedback without self-awareness is like sailing without a compass—it may go somewhere, but likely not in the right direction.

and giving employees feedback “continuously” sounds a bit obsessive, but the fact is, you can’t afford not to do it. Companies that implement regular performance feedback are reported to ...

Managers are constantly told that feedback is essential for employee development, whether it be a formal performance review ...

Giving performance feedback at work can be a stressful experience ... so it's crucial to create a workplace culture that values continuous learning and open communication. This requires everyone ...

And then your staff will give you the benefit of the doubt that your feedback is never intending to be hurtful but only given to help them learn and improve. Providing your team with continuous ...

If I want the best for you, why wouldn’t I give you the feedback you need ... First, create a culture of continuous feedback, where the team expects and welcomes feedback. Also, use the ...

Basing reviews on continuous 360-degree assessments limits the possibility ... is making promotion decisions based on the quality of feedback people give each other. Every month people vote on the ...

What should managers really look for with employees? (Clue: It’s not whether workers fit neatly into all seven “competencies” or “attributes” in the typical performance review.