Sometimes we all wonder if we are being heard, noticed or have any impact at work, in our social media postings or at large. This raises the question of feedback. Although LinkedIn is not noted for large-scale commenting or even liking of posts compared to Facebook and other social media, it is nice to get some. Luckily for me, I have had people kind enough to like, comment or at least view my posts here, but there have been times I have wondered whether posting original material that takes some time to write really matters to anyone or has any impact. I enjoy writing, so that is some reward in itself. I admit that I have read many posts here I enjoyed but didn't comment or like on the post because that seems to be the norm on LinkedIn for whatever reason, read and move on. None of us should expect constant feedback but everyone needs some feedback now and then. If one person gets something out of a post, that is still impact but it's nice to know if that happened.
This raises the larger question of communication and feedback at work. We have all had a boss whose philosophy is "unless you hear from me, you're doing fine." False praise is not good either. If we want to improve at work, we must know what we are doing well and what we need to improve on. Accurate and timely feedback is the one area in which many managers fall short. It is difficult for some to be constructively critical as well as to praise excellent performance. A successful leader knows how to do both. Let us strive to do better in our own communication at work, at home, everywhere. You don't have to be the Pope, the President, or a famous person to have deep impact. You just might be surprised how seemingly small things make a difference to somebody. A friendly hello and a smile can make a big difference in a person's day. We're all in this thing together after all. http://www.employmentlawman.com/monday-morning-musings.html
This raises the larger question of communication and feedback at work. We have all had a boss whose philosophy is "unless you hear from me, you're doing fine." False praise is not good either. If we want to improve at work, we must know what we are doing well and what we need to improve on. Accurate and timely feedback is the one area in which many managers fall short. It is difficult for some to be constructively critical as well as to praise excellent performance. A successful leader knows how to do both. Let us strive to do better in our own communication at work, at home, everywhere. You don't have to be the Pope, the President, or a famous person to have deep impact. You just might be surprised how seemingly small things make a difference to somebody. A friendly hello and a smile can make a big difference in a person's day. We're all in this thing together after all. http://www.employmentlawman.com/monday-morning-musings.html
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