Status Updates From No Rules Rules: Waarom Netf...

Whisper (your own) wins and shout mistakes

• Appreciate: The receiver should listen with an open mind and show gratitude for the feedback, recognizing it as an act of generosity.
• Accept or Discard: The receiver evaluates the feedback and chooses whether to implement it or not, with no obligation to follow it.

The 4A Feedback Principles
• Aim to Assist: Feedback should have positive intent, aiming to help the recipient or company improve, rather than just to vent.
• Actionable: Feedback must be specific and practical, detailing what the recipient can change.

“Is it ethical to look over an employee if they're doing their very best but failing in the deliverable?” Absolutely yes. THIS is the problem with a lot of businesses. You don’t need a reason beyond bad performance to fire someone

The keeper test: which of my employees would I fight to keep if they say they're going to leave

Negatives of rank and yank, avoiding having quotas, remove and following the keeper method instead. What you gain and talent density, you lose in collaboration

Salary based on market value and not pay them. It is on the employee to do market research as well as the boss and HR. It will cost more for them to have to replace you with someone else and upscale them then for them to actually pay you what you’re worth. Better for income to be solely salary than to offer bonuses. It doesn’t encourage working harder.

Clearly explain how a specific behavior change will help the individual or the company
Receiving feedback - fight natural defensive reaction and instead ask yourself how you can show appreciation for the feedback considering with an open mind