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You're hearing what they're saying, but in your head, you're trying to decide how you'll counter it or use it to build your own position. Reflective listening is much different. In this type of listening, the person receiving feedback is open enough to information that they give it a chance to change their mind. If they hear a cogent argument, they can be swayed.
They aren't so locked into their own opinion that they dismiss or manipulate what they hear. Reflective listening is what everyone in your company should be striving for when they get feedback. No getting defensive or making excuses. Just an open acceptance of--and reflection on--what's being offered.
It's painful to look back and see how I drank the toxic lemonade for years as an HR person. I was not brainwashed enough to implement KPIs. If performance reviews are time-consuming, expensive, ineffective at improving performance and generally a waste of time, why are they still.
The more you encourage this type of listening and feedback, the more your team improves. Good feedback never stops.
None of us ever get to the point where we're doing everything perfectly and nothing could be better. There's always room to grow. And with a strong process in place for feedback, your team will always feel like they can improve.
This question originally appeared on Quora - the place to gain and share knowledge, empowering people to learn from others and better understand the world. You generally get the most--and the best--feedback from people who work closely with you. What are the differences between a leader and a manager? What are some important ways to become a better leader? What is the best way to prepare for an annual performance review? A mid-year performance update discussion should be part of your performance management system.
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Follow these rules to make your annual performance evaluation meetings more beneficial. Think about the setting Schedule the meeting a few days in advance and be sure to reserve sufficient time for a full discussion. Be candid and keep it specific When discussing challenges or areas of poor performance, focus on what happened, not on the person.
Lots of people have trouble taking a compliment. With the help of the team, I was able to accomplish the goals we set forth. Let me be clear — your performance review is absolutely a great time to make your case for a raise , but asking for it point-blank like this is probably not going to convince anyone.
Lots of people have trouble taking a compliment. Inside Sales Representative Verizon Wireless. Passive listening essentially means you're only listening to someone else in order to set up your next point. These employees are meeting all the expectations, standards, requirements, and objectives on their performance plan and, on occasion, exceed them. Be candid and keep it specific When discussing challenges or areas of poor performance, focus on what happened, not on the person. To put the difficulty of doing this effectively into context, let's start with something simple and personal: This particularly applies to performance ratings, which HR professionals often plot along a bell curve and use to classify employees' performance.
Now is the time to prove and show you deserve a raise. It might not be written in your job description , but if you want to be seen as a top performer, going above and beyond to help from time to time never hurt.
Are you trying to avoid the real meat of the situation?