Brett Hellman is the CEO of Matter, dedicated to crafting a product that makes work more joyful and meaningful. He’s passionate about designing tools that help teams feel recognized, valued, and engaged.
Performance reviews are just around the corner, and you’re trying to figure out how to structure your constructive criticism. Don’t worry, we’ve got you covered! Here’s a step-by-step guide to help you give your peers the constructive criticism they need to excel in their roles.
Feedback is a two-way street. It should never just be from leadership to team members. Don’t get us wrong, we understand that giving feedback to your manager can be scary. But feedback is intended for all individuals.
Unlike criticism or negative feedback, constructive feedback is used to instill confidence in your team members while telling them how they can improve. The primary difference between constructive and destructive feedback is the outcome.
Truth is, delivering constructive feedback is not always easy. There's a distinct line between feedback and criticism, and oftentimes those giving feedback blur the lines. To be specific, feedback and the words you use may alter your feedback to sound more like criticism and negative.
To create those strong connections with your team, ensure there is a balance between professional and personal development during your one-on-one meeting. Remember, to dedicate time to your peers and be present during those one-on-one conversations.
As humans, it’s natural that we grow and evolve. We’re hardly ever static. Everything in our path is subject to change...even work. When conquering the workday, adaptability is one of those skills that help you take on challenges head-on and grow professionally as you flourish in your career.
Managers shape the culture of their teams and workplaces in countless ways. And according to the Wall Street Journal, a manager has five basic tasks when it comes to leading a team.
We have all had painful experiences of being ignored or misunderstood. This is how we know that one of the greatest gifts one human can give to another is listening, especially when you're critically listening.
Forbes says, “If you have an opinion, say it firmly. Own your thought.” Leaders that take ownership of their own opinions and thoughts build confidence in themselves. And that self-confidence and security show you’re not easily influenced or manipulated.
Teams no longer need to have their peers in person to hit their goals. Now, we can seamlessly communicate with one another easily across different time zones — making remote work the new norm. Here is your guide to synchronous and asynchronous communication with pros cons, definitions, and tips.
But in order to build this communication infrastructure, leaders need to reflect on how to ensure a clear flow of internal communication. That starts with understanding the types of communication. To be specific, asynchronous communication.
