Manager Tools - Feedback

Part 3 of our guidance describing the most effective method of letting your directs know how they are performing: Feedback. Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals.

Part 2 of our guidance describing the most effective method of letting your directs know how they are performing: Feedback. Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals.

Part 1 of our guidance describing the most effective method of letting your directs know how they are performing: Feedback. Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals.

This cast describes how to decide whether or not to give feedback to one of your directs based on someone else's input.

If you struggle with asking, "Can I give you some feedback?", there's another way.

You don't have to say the word "feedback" to give feedback in the MT model. But we do recommend you ask first.

Part 3 of our guidance on how to guide or help a direct when feedback doesn't work and coaching isn't necessary.

Part 2 of our guidance on how to guide or help a direct when feedback doesn't work and coaching isn't necessary.

Part 1 of our guidance on how to guide or help a direct when feedback doesn't work and coaching isn't necessary.

This cast concludes our guidance on how to measure the amount of feedback you're delivering to your directs.

This cast concludes our guidance on how to measure the amount of feedback you're delivering to your directs.

The conclusion of our guidance recommending giving more positive (and then negative) feedback to a manager's top performers, rather than trying to spread feedback out equally.

The conclusion of our guidance recommending giving more positive (and then negative) feedback to a manager's top performers, rather than trying to spread feedback out equally.

How Directors can

This cast concludes our guidance on how to give feedback on how you want projects reported on.

This guidance describes how to give feedback on how you want projects reported on.

This cast describes how to give feedback about your employees' attire.

This guidance tells you what to do when one of your directs spends too much time on social media.

The common response to questions about status is, "Fine." This isn't acceptable or effective.

This guidance recommends how to give a lot of feedback about a specific event all at once.