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The Manager's Guide to Employee Feedback by Glenn Devey

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Results oriented

One of the paradigms to get your head around sooner rather than later as a new manager is that the people above you will generally assess you in terms of results, whereas the people who work for you will often want to talk about the effort they have put in or what they intended to do.

The road to Hell is littered with good intentions!

Organizations stand or fall based on their results. Therefore, it makes good sense to base your feedback discussions around what was delivered, finished, achieved, or accomplished. Depending on whether you work in the public or private sector, military or third sector, or anywhere else, examples of this could be:

  • Sales revenue
  • Profit
  • New business enquiries or orders
  • Pages written
  • Money saved
  • Goals scored ...

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