Getting feedback is an important way to improve performance at work. But sometimes, it can be hard to seek out, and even harder to hear.
“Feedback is all around you. Your job is to find it, both through asking directly and observing it,” says David L. Van Rooy, author of the new book, Trajectory: 7 Career Strategies to Take You From Where You Are to Where You Want to Be.
As today's guest post, Van Rooy offers these six tips for how to get the feedback you need to improve performance at work. Guest Post By David L. Van Rooy
1. Don’t forget to ask: One of the biggest mistakes people make is assuming things are going perfectly (until they make a catastrophic mistake). By not asking, you’re missing out on opportunities for deep feedback: the difficult, critical feedback that gives you constructive ways to improve.
2. Make sure you listen: Remember, getting feedback is about improving your performance, not turning it into a “you versus them” mentality. Your reaction is cri…
Flavio Martins' book, Win The Customer, teaches you 70 simple rules for sensational service. "These can be used as a top-down resource in organizations looking to develop or enhance a service culture," explains Martins. "They can also be used as a resource for individuals who want to transform the way service is handled from the ground up, even when lacking the full commitment and support from organization-wide training and change efforts."
To deliver sensational customer service, you need to have the right culture. Martin says that the right culture: Inspires -- Culture isn't a mission statement; it's a statement of action.Fosters -- When united in a common goal, people contribute to an environment where everybody willingly comes to work each day and pours their best efforts into doing what they believe will make the greatest difference.Transforms -- When working toward a higher purpose, the right culture has a real, positive effect on the work that is …
A lot of companies struggle when creating their mission statement.
Author Peter F. Drucker provides the following good advice in one of my favorite book's of his, The Five Most Important Questions You Will Ever Ask About Your Organization:
Every mission statement has to reflect three things: OpportunitiesCompetenceCommitment
In other words, he explains: What is our purpose?Why do we do what we do?What, in the end, do we want to be remembered for?
How well does your mission statement meet Drucker's recommended three requirements?