Manager Feedback Part 1

11/24/22 • 17 min

Being a people manager, you need to motivate the team to deliver the best performance, isn't it? Yet, despite best efforts, there are times when the team misses

the goal. So you have a tough love conversation, a hard look at performance, and expect them to turn around. But instead, you get a rude shock from the HRBP,

who walks up to you and has a tough-love conversation; the team does not trust you to lead them, says the iconic 360-degree anonymous feedback

report. You realize that the HRBP has to be sure you are not the "incompetent" nincompoop leading many talented people in a high-performance organization.

So you can't blame them, either. What do you do?

Join me in this tricky conversation where I share insights on 3 scenarios :

Addressing a team that does not take critical feedback well.
Addressing an individual who is likely to broadcast every piece of information you share as feedback to the rest of the organization playing the victim card.
How does it affect your perception as a people manager within the department or company?

Please share this slow-burn no, frill, simple straight talk who may need to hear this content.

Let's dive in.

#basTalk, #peoplemanagement, #performancemanagement

Being a people manager, you need to motivate the team to deliver the best performance, isn't it? Yet, despite best efforts, there are times when the team misses

the goal. So you have a tough love conversation, a hard look at performance, and expect them to turn around. But instead, you get a rude shock from the HRBP,

who walks up to you and has a tough-love conversation; the team does not trust you to lead them, says the iconic 360-degree anonymous feedback

report. You realize that the HRBP has to be sure you are not the "incompetent" nincompoop leading many talented people in a high-performance organization.

So you can't blame them, either. What do you do?

Join me in this tricky conversation where I share insights on 3 scenarios :

Addressing a team that does not take critical feedback well.
Addressing an individual who is likely to broadcast every piece of information you share as feedback to the rest of the organization playing the victim card.
How does it affect your perception as a people manager within the department or company?

Please share this slow-burn no, frill, simple straight talk who may need to hear this content.

Let's dive in.

#basTalk, #peoplemanagement, #performancemanagement

Previous Episode

Alpha Mates : How do you manage top performers?

As people managers we often spend copious amounts of time managing the beta's in the team, leaving the alphas to do their magic, don't we?

What if they turned up one day and said, we don't need you? Have you given that a thought?

If not, tune in to this episode of BasTalk, where I discuss

how to manage the alphas in your team,
how to keep them motivated?
how to challenge them to do better?

As always, BasTalk aims to present material to make you think , 🤔 and this episode will give you plenty of food for thought.

So if you are a freshly gilded team manager, or one who's been around the block with loads of thick paint, the content is meant for you.

#Team , #teammanagement #aayanisms #basTalk

Next Episode

Manager Feedback Part 2

Being a people manager, you need to motivate the team to deliver the best performance, isn't it? Yet, despite best efforts, there are times when the team misses

the goal. So you have a tough love conversation, a hard look at performance, and expect them to turn around. But instead, you get a rude shock from the HRBP,

who walks up to you and has a tough-love conversation; the team does not trust you to lead them, says the iconic 360-degree anonymous feedback

report. You realize that the HRBP has to be sure you are not the "incompetent" nincompoop leading many talented people in a high-performance organization.

So you can't blame them, either. What do you do?

Join me in this tricky conversation where I share insights on 3 scenarios :

Addressing a team that does not take critical feedback well.
Addressing an individual who is likely to broadcast every piece of information you share as feedback to the rest of the organization playing the victim card.
How does it affect your perception as a people manager within the department or company?

Please share this slow-burn no, frill, simple straight talk who may need to hear this content.

Let's dive in.

#basTalk, #peoplemanagement, #performancemanagement

This episode addresses the individual who refuses to take constructive feedback.