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Give Your Employees a Constructive Feedback

Feedback in the workplace is an essential part of employee training and maintenance at most jobs. Unfortunately, due to the negative associations, most people have problems with receiving feedback and criticism from their superiors. The reception of feedback at work can be an extremely stressful experience. From a supervisor’s perspective, delivering feedback can be equally stressful when you know the person you are about to speak to and the supervisor would rather be anywhere else in the building at that moment.

However, giving feedback doesn’t have to be like giving an injection to a struggling child. With the right approach, giving your employees constructive feedback can be a polite, helpful, and even pleasant experience for both parties. Here are some tips for providing constructive feedback in an effective and non-threatening manner as a supervisor.

Start with positive feedback

This is perhaps the most important point to keep in mind when it comes to giving feedback that is intended to be constructive. You know that your employee will already be dreading meeting with you when you call him or her into your office. As a result, it can really help to put your employee at ease if you start by giving him or her information about things that he or she has been doing right instead of wrong.

Everyone likes hearing about things they are doing well, and most people don’t hear about such things nearly enough. You can set the meeting off on a positive tone that carries through well into any complaints or suggestions you offer later on if you make it a point to start out by praising the employee for things you would like him or her to keep doing on the job.

Every human being is entitled to courtesy and consideration. Constructive criticism is not only to be expected but sought.

Margaret Chase Smith

Get to the point quickly

This is essential to remember when giving constructive feedback. When you’ve got to say something negative or tell someone who works under you to change the way they’ve been doing things, you’ve got to say it as quickly as possible. This is because the person will probably be able to sense that negative information is coming his or her way long before you actually come out with it.

The longer you hesitate and hem and haw and beat around the bushes, the more anxious the receiver of the feedback will get, and that stress will not make the meeting go any better. In fact, the employee might become so stressed waiting for the feedback that he or she doesn’t even hear the feedback when you deliver it. If you’ve got bad news, get it over with quickly so you can start talking about how to make it better.

Show how to make things better

As stated above, the point of delivering the bad news should be to allow you to show how you can make things better. This doesn’t mean you need to hold the employee’s hand and guide him or her toward a solution, but it does mean that there isn’t much of a point in giving feedback about things that are going wrong if you don’t show how to make them right.

Is Nursery at Work a Good Thing?

Just like any supposedly cure-all for a social problem, on-site nursery for employees does not necessarily always work. It does, however, solve some problems for both employers and employees. Depending on the individual employers and employees involved, an onsite child care facility may be an answer that solves many problems associated with an out of balance work-family balance.

On-site day care reduces anxiety many parents have about putting their children in child care centers where they are not nearby. Being able to visit during lunch hours or breaks can be a significant relief to a parent. Nursing mothers are also able to return to work sooner and still be close to their infants. On-site nurseries are also often licensed by a governmental authority, which further eases parents’ worries that their children are not receiving age-appropriate care and safe supervision.

Employers also benefit from on-site nurseries in many cases. While it is not feasible or practical in all cases, those employers who do offer child care at work have typically seen a significant reduction in the amount of money they spend on labor each year. In the book Kids at Work: The Value of Employer-Sponsored On-Site Child Care Centers by Rachel Connelly, Deborah S. DeGraff, and Rachel A. Willis, two companies included in an approximately 1,000-strong employee survey that offered on-site nursery saved $150,000 and $250,000 per year in wages.

Moreover, employers with on-site nursery report reduced absenteeism and turnover. They are also able to recruit and retain workers they may not have otherwise been able to entice to work for them.

The most important part of education is proper training in the nursery.

Plato

Furthermore, employees were very willing to help subsidize childcare costs out of their paychecks, even those without children. They understood that on-site nursery would improve morale and productivity among workers with children. That would make the work environment generally more enjoyable for everyone. Furthermore, they were willing to help pay for on-site child care because they liked that the employer was willing to help its employees. Workers were willing to pay between $125 and $225 per year, on average, to help pay for work site child care.

On the other hand, it is true that in American society, about 27 percent of women work in blue collar jobs, and many of their employers would not consider on-site child care. Also, child care responsibilities in American society typically fall to women. Employers are also not offering health care services as often as they used to. Asking them to provide child care on-site is not likely to happen.

Perhaps a better alternative would be to provide longer maternity and paternity leave for parents. Flexible work schedules would also be a good option for many employers compared to providing on-site nursery. Nursery workers cannot take children to the doctor or care for them when they are ill, and school-aged children still require care between 3 and 6 p.m.

So, depending on a particular employer’s situation and the attitudes and financial situations of the people it hires, on-site child care may offer a good solution to labor problems like absenteeism and tardiness. Still, other employers may find similar benefits in more flexible work schedules and paid leave for both male and female new parents.

I Hate My Boss!

I should have known my job wasn’t the right fit when, during the interview with my soon-to-be boss, it became obvious he hadn’t even glanced at my resume. Although I have years of experience in both writing and finance, he asked me questions that made his ignorance of these facts clear. It also didn’t help that he had no idea what to ask me and kept asking pointed questions about my future plans for a family. At one point, he stated that the two previous women he’d hired had left as soon as they became pregnant. I had no idea how to respond.

He called me immediately after the interview and offered me the position. When I requested an offer letter, he brushed it aside and asked me to come in the next morning! I had to explain that I needed to give my current employer notice and renegotiate a start date. He also couldn’t tell me the precise starting salary. Instead, he provided me with the name and number of a man who worked in accounting.

When I arrived for orientation, I was dumbfounded by the tasks I was being shown how to perform. For several hours, I was shown how to code in photos onto the company website. The person assigned to instruct me seemed dumbfounded that I wasn’t familiar with this process whatsoever. After conferring with my boss, the man who had interviewed me, it was discovered that he had hired the wrong person entirely.

Before I started a company, I was an employee with a bad attitude. I was always felt like, bosses are stupid, and people weren’t well treated.

Mitch Kapor

Amazingly, I was transferred to another job within the same company that he believed was more suited to my considerable experience. My boss has never lived down his huge mistake and has taken every opportunity available to remind me that he hired me accidentally. He schedules me to work every weekend and major holiday. He also hands me the worst, most tedious projects available, none of which require much writing or financial acumen.

Hopefully, I will not be saddled with my boss for much longer. While he didn’t bother to read my resume and confirm my identity, I have much more faith in other companies. My perfectly polished resume is making the rounds and I am praying for another offer to come my way.

People Are More Afraid of Losing Their Jobs

When someone says, “I don’t want to be unemployed,” that person joins millions of other workers who are worried about the future. Losing a job can be a difficult experience even in a good economy, but when the economy struggles, so does the job market. Millions of long-term unemployed workers testify to the fact they can’t find a job after losing the one they had. Therefore, many people should make keeping their current job a priority.

Even a great resume is no guarantee of getting a job, because a long record of experience and education can be something of a disadvantage. With so many people out of work, industry veterans are at a disadvantage to younger workers who can start at a lower salary. With so many students it’s an added problem when it comes to finding a job.

There are some things workers can do now to make them less vulnerable to a layoff.

Become more valuable. Workers who offer the most value to their company are most likely to keep their job. Any employee should evaluate his or her position and find ways to become essential to their company’s mission. This could mean developing new skills. A wise employee will find out what skills their employer needs and then learn them. This works well, especially if the needed skills are in short supply in the current workforce.

Building skills may mean taking some college classes or doing some self-study, but the extra time spent in personal and professional development will pay off when layoff time comes. Those with fewer skills have less value and will be the first ones out the door.

When people under the age of 30 are applying for jobs, it is common to see resumes that touch on education but emphasize experience – both in life and in the workplace. The job market has changed so much over the years that it is now quite common for young adults to have already worked for a variety of different companies and to even have held multiple positions of the type that would have occupied a person’s entire career a few decades ago. In fact, aside from those who work in family businesses or dedicate themselves to certain fields, such as teaching, law enforcement and a variety of jobs typically falling into the blue-collar category, it is now perfectly normal for people to make multiple career changes throughout their working years.

If you’re brave enough to say goodbye, life will reward you with another hello.

Paulo Coelho

Employment experience and job duties are essential to any resume, and life experiences that show you are a well-rounded person with diverse interests and an interesting life can certainly help you stand out as a unique applicant in a large pool of resumes. At the same time, it is essential to keep in mind that older generations generally place a higher importance on education. This means that you must ensure you have included a strong, well-written education section on your resume that spells out your areas of study, academic achievements, and degrees, diplomas or certificates earned.

Improving skills is another way to boost survivability in the workplace. Anyone with a commitment to excellence will be the last to go. Anyone can do average work and produce average results, but those who produce exceptional results will keep their jobs while others are in the unemployment line.

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it hurts.

Travis Bradberry

There’s an old saying that says, “It’s not what you know, it’s who you know.” Knowing the right people in a company can make the difference between beans and steak at supper. Those who want to keep their jobs will make a concerted, planned effort to set goals for meeting and pleasing the right people at the office. When the decision makers start making the lay-off list, the workers who they don’t know will be at the top.

Finally, a worker who doesn’t want to be unemployed should make his boss look good. When a worker finds ways to help the boss by taking on new responsibilities, completing special projects and providing useful ideas; that worker will have a job for a long time.

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