Thank you for your time.
I am wanting to gain some real feedback from persons with knowledge regarding the following. Can I receive examples of the types of issues I should raise with the following staff during feedback session.
I am in charge of a workgroup which is quite diverse.
Two super keen staff who will work long hours without being asked to, first in, last to leave etc. Turn up if sick or outside work problems.(presenteeism issues?).They take work home and do unpaid overtime when busy.
Several quiet achievers who go about their work without any fuss or prompting.
And Mr XI! who makes plenty of noise, is great at telling everyone how busy he is, regularly criticises management behind my back as being useless and not knowing what is going on. Suspect he has performance problems, but when challenged always has an excuse.
Many Thanks :?
From Australia, Melbourne
I am wanting to gain some real feedback from persons with knowledge regarding the following. Can I receive examples of the types of issues I should raise with the following staff during feedback session.
I am in charge of a workgroup which is quite diverse.
Two super keen staff who will work long hours without being asked to, first in, last to leave etc. Turn up if sick or outside work problems.(presenteeism issues?).They take work home and do unpaid overtime when busy.
Several quiet achievers who go about their work without any fuss or prompting.
And Mr XI! who makes plenty of noise, is great at telling everyone how busy he is, regularly criticises management behind my back as being useless and not knowing what is going on. Suspect he has performance problems, but when challenged always has an excuse.
Many Thanks :?
From Australia, Melbourne
hi there,
Read about ur plight. I know its shocking that such characters are quite common in the corporate world where efficiency counts. I would suggest you to collect a common feedback from all people around that Black Sheep and escalate it to the higher authorities. But first learn some tactics of presenting it across to them. Otherwise you will be spoiling your reputation. eg: Say from Organizational Perspective that people like him demotivates the other members in team.
However I would suggest you to ask him to undergo a training on Team Building and then take some extreme steps if necessary.
Regards,
Lovita
Read about ur plight. I know its shocking that such characters are quite common in the corporate world where efficiency counts. I would suggest you to collect a common feedback from all people around that Black Sheep and escalate it to the higher authorities. But first learn some tactics of presenting it across to them. Otherwise you will be spoiling your reputation. eg: Say from Organizational Perspective that people like him demotivates the other members in team.
However I would suggest you to ask him to undergo a training on Team Building and then take some extreme steps if necessary.
Regards,
Lovita
Hi Tadajak,
Welcome to a 'normal' team. You are lucky that you have some super acheivers & some ' no fuss' people. The issue is with Mr. X, who seems to have got under your skin.
some ideas about feedback:
An important thing to consider while planning for a feedback session is:
What do you want to acheive from the feedback?
What do you want to acheive from giving feedback to the 'super keen' guys? Do you want them to continue as they are ( or are you unhappy that they overwork.)
What, with the quite acheivers - do you want them to continue or create a fuss?
and finally what with Mr. X ? - do you want to make the situation worse or better? ( stupid question!)
If you single out X for feedback, he will think you are vindictive & revolt.So the feedback should be for everyone, right?
whay am i emphasizing all this here? becoz, many managers dive straight into feedback sessions without planning what they want to acheive.
I'll end here & wait for you to tell me what you want & then give you ore ideas.
before i close let me tell you a saying i heard, " Feedback is the breakfast of champions.!'
to create champions , you need to give feedback.
hope this helps.
regards,
amruth
www.greatscope.com
From India, Mumbai
2Welcome to a 'normal' team. You are lucky that you have some super acheivers & some ' no fuss' people. The issue is with Mr. X, who seems to have got under your skin.
some ideas about feedback:
An important thing to consider while planning for a feedback session is:
What do you want to acheive from the feedback?
What do you want to acheive from giving feedback to the 'super keen' guys? Do you want them to continue as they are ( or are you unhappy that they overwork.)
What, with the quite acheivers - do you want them to continue or create a fuss?
and finally what with Mr. X ? - do you want to make the situation worse or better? ( stupid question!)
If you single out X for feedback, he will think you are vindictive & revolt.So the feedback should be for everyone, right?
whay am i emphasizing all this here? becoz, many managers dive straight into feedback sessions without planning what they want to acheive.
I'll end here & wait for you to tell me what you want & then give you ore ideas.
before i close let me tell you a saying i heard, " Feedback is the breakfast of champions.!'
to create champions , you need to give feedback.
hope this helps.
regards,
amruth
www.greatscope.com
From India, Mumbai
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