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- For your convenience, we have the questions broken out by theme. One of the most popular themes was questions around creating a culture of feedback; see the video below to learn about four essential elements that are proven to help create a feedback rich culture. Creating a Culture of Feedback Your browser does not support iframes. But You can use the following link. Link Questions and Answers Jump to question section: General Performance, Potential, Readiness Feedback Coaching Giving Feedback that Works Questions from the Webinar on February 6th, General Q: How would you recommend we reward employee's successes when the employee is in a union position and a financial incentive is not possible?Link: https://accaglobal.com/content/dam/acca/global/PDF-students/acca/p7/examinersreports/p7-examreport-d12.pdf
- A: Incentives and recognition don't always have to be monetarily based. It could be as simple as expressing gratitude for a job well done or coming up with a symbol of recognition. Talk to your teams and have them decide what means the most when it comes to recognizing their successes. A: We don't have these in place yet, but let us know if you are interested in having some type of incentives for recognition. Performance, Potential, Readiness Q: Is it appropriate to ask employees to self-assess? A: Yes, this is appropriate to use for development discussions. However, keep in mind that self-ratings are likely to be inflated. A: If an employee is doing well in their position i. Connect development with their professional and career goals. If they are complacent, talk with them about their behavior and how it affects others. Keep in mind, if they are meeting expectations, they are demonstrating at least some motivation.Link: https://aminoapps.com/c/gachacoinadopta/page/user/no-longer-active/W8rX_1dckfLXGgEzkbzkeb2DzpW25mklDwIr
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- This approach assures them you want to hear feedback and will do something with it. You can also have them focus on asking for positive feedback or suggestions for how they might become even more effective. Creating an environment of psychological safety in which the person receiving the feedback is at ease and feels safe makes all the difference. And when they do receive feedback, coach them on the feedback they receive. There is culture change involved, and that is not easy. Check out the video at the top of this page to learn about four essential elements that are proven to help create a feedback rich culture. Also have a discussion about this behavior and call it out so that it's addressed.Link: https://datatables.net/forums/discussion/44405/concat-datatable-field-with-serverside-search
- A: Since work is constantly changing and demands often go up over time, if someone is not improving, they may fall behind in their skills and abilities. Pointing this out to them may help create the self-awareness and motivation for them to make a change. If they do not improve and start to become a retention risk, you may need to think about how you'll hold the person accountable if changes are not made. Also do learning styles come into play?Link: https://myexamsite.com/view/ssc-exam-answer-key-cgl-2021
- A: Yes, as you learned, think of feedback in the "get ready, get set, give feedback" approach. Getting ready and getting set involve the timing of the feedback. If the person is in the middle of a task, it's best to wait until they are finished, otherwise feedback can be too distracting. Research suggests that learning styles do not make much of a difference, rather, it's the the level of expertise or prior knowledge the person has that plays an important role in giving feedback. They are aware but, their response is, "this how I am. Also, performance is about meeting expectations for results as well as how those results are achieved. If you have not set clear expectations for how results are achieved i. Check out the U of M behavioral competency model to see if these might help you discuss expectations. If you have set these expectations, and the person is not meeting them, then this would be a performance issue. A: Assuming this question is coming from a supervisor inquiring about an employee, you might start by determining if they have self-awareness about how their behavior is impacting you and others.Link: http://greenscissors.taxpayer.net/download/big-ideas-math-chapter-4-test-a_pdf
Monday 24 May 2021
Amsc Sdc Module 01 Workforce Management Pretest Answers
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