Without neutral observation, effective feedback is nearly impossible, whether that feedback is aimed at a process, a group of people, or an individual. When using feedback to help people improve their processes or change behaviors, follow a few simple guidelines to make that feedback effective.

Achieving a goal should yield growth, so make sure that each goal you set is attainable, but isn’t such a breeze to accomplish that it requires little to no effort. That means that a goal must be specific, too, so that the employee and the manager have a metric and can clearly see whether it’s been met.

BLOOM® enables Human Resources managers to get rid of the countless spreadsheets they likely use to track information and to instead manage roles -- including descriptions, education and training requirements, and now Key Resource Areas (KRA) -- in a centralized, web-based location. When it comes time for an employee’s review, BLOOM® pulls in the person’s corresponding KRA and other applicable data that their supervisor will rate as appropriate.

Dealing with conflict takes self-awareness, respect, careful listening, honesty, and structured dialog in order to be positively resolved. Disrespect breeds an unhealthy approach conflict.

In his book, The Manager’s Book of Questions: 1,001 Great Interview Questions for Hiring the Right Person, John Kador identifies seven types of questions that serve specific purposes in a job interview:

A common question we receive by employees is "what should I share in the comments of my review form".  Good question!

A recent Gallup study shows that one in 10 managers do have the talent/skills to be a great manager. We believe this is in great part because they have not been properly mentored on the key practices required to inspire and engage their teams.

A performance management system like BLOOM aligns your business objectives with employee goals. It enables employees and managers to keep track of goals and performance, and it enables HR to identify top performers as well as employees who are at or below average.

Making the switch to “performance planning” is more than semantics. It’s a shift in mindset that signals a commitment to developing your employees and supporting their career goals.

For centuries we’ve known that the human mind has three parts, unfortunately most recruiting and hiring processes forget this. Often personality assessments are misused as screening tools, resumes are overused, and interviews are only utilized for assessing whether employers “like” a candidate.

Performance reviews are subjective by nature, and that makes them an opportunity for managers to have a positive impact on employees’ performance. Performance reviews have emotional impact that will make or break relationships between employees and their managers, and those relationships affect the organization’s overall health.

We developed the BLOOM® performance management system to take bigger picture questions into account, and you should be asking those questions if you’re not already. Specifically: