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How Do I Fix An Employee Who Absolutely Refuses To Listen To My Feedback?
My research has found that 88% of employees say they would want to hear the truth if their job performance was poor. And yet, how many people do you know who actually embrace, and take to heart, tough, pointed, truthful feedback? Very few, I’ll bet.And it’s not just employees; bosses are also very resistant to feedback or suggestions for improvement. I recently conducted a study of 27,048 executives, managers and employees called“The Risks of Ignoring Employee Feedback.”
Do you ever find yourself suspicious that an applicant is lying during a job interview, but you’re not sure how to uncover the truth without resorting to over-the-top interrogation techniques? The science of textual analysis tells us that truth-tellers actually speak differently than truth-stretchers, and you can apply that data to make better hiring decisions.
Some people have the personality to work remotely. These remote personalities are hard-charging go-getters with a self-motivated mindset. They’re fine working with fewer rules and more all-nighters. And they’re not fazed by the isolation, diminished emotional and administrative support, or the reduced collaboration and recognition of remote work. Take this quiz to see if your personality is suited to working remotely or in the office...
There's a strong positive relationship between how much people learn on the job and how much they love their job. Employees who score high on survey questions like "I will have to learn new skills to achieve my assigned goals for this year" have higher scores on questions such as:
According to a survey I conducted last week (of more than 5,000 leaders) only 22% of people say they’re very satisfied with their current position. The other 78% are divided between advancing a little or advancing far beyond their current position.
Stop Emailing For More Effective Communication
Coachability: Interview Tips
I regularly see leaders struggling to balance ‘leading’ and ‘doing.’ How much should leaders engage with employees and inspire them to produce great stuff? And how much should leaders roll up their sleeves and produce great stuff themselves? It’s the $64,000 question...
