This is a family-friendly place where everyone respects each other even (and especially) if you disagree.
Keep all content suitable for general audiences 14 years and older. Be sure to read the Unicorn Network Terms, and Privacy policies, and check the SafeZone Support area in WazzUb if you have more questions on what exactly is suitable or not.
There is ZERO tolerance for cheating, fraud, hate, violence, drugs, crimes, porn (including sexualization of minors), and disrespect. PRO or NO! Administration (including moderators) will remove any post that does not fit within our terms or rules at any time with or without notice. Violators will be banned temporarily and repeated violators will be permanently banned from PRO or NO!; for those who violate, the first ban is for 1 week, second ban is for 30 days, and the third ban is forever.
No links to any websites, no emojis, and no hashtags are allowed. This is a platform for pure communication.
Statements and comments must be original content, no copying from any other source especially other websites is allowed.
Remember the Unicorn Network 8 Core Values (Respect, Privacy, Security, Quality, Benefits, Influence, Family, Charity) and keep your posts in line with that.
Defamatory posts against anyone including SafeZone, Unicorn Network and associated teams, partners, members, and affiliates are not allowed. If you have a Support issue, please contact the SafeZone Support via the SUPPORT hexagon at Safe.Zone for assistance.
PRO or NO! Administration reserves the right to take action as they deem appropriate when rules are violated, other members' enjoyment of the PRO or NO! platform is affected, or otherwise as needed.
These rules will be updated as needed with or without notice and it is your responsibility to stay up to date and keep within the rules.
Last update: September 12, 2020
All rights reserved.
Feedback is key to improving performance. And yet when feedback sessions are poorly delivered, they harm employee engagement and productivity levels. A seminal meta-analysis suggested that although almost 70% of feedback recipients will perform above average, 30% of feedback interventions actually hurt performance.
So, what are the key indicators of harmful feedback? Here are five critical signs that you are doing it wrong:
You are not increasing their self-awareness. The goal of giving feedback is not just to get Tim to turn his work in on time, or Sally to stop being so defensive. It is increasing employees’ self-awareness, so they genuinely understand how they come across to others and how their actions affect other people.
added by Anonymous 1239 days ago 0 0