Have you ever wondered why many “managers” do not get the most out of their employees? The answer is simpler than you think.
As a leader in an organization, your utmost responsibility is to provide your employees with a working environment that positively charged with motivation. Yet most managers do not particularly recognize this simple duty. Many managers tend to be promoted to a supervisory role due to their technical competence rather than people-management skills. As such, managers’ influence on the workforce is not always positive. The solution to this is in a few good words— literally speaking!
Have you ever provided suggestions which were subsequently ignored?
Have you ever provided critiques which were not well received?
Have you ever wanted to provide constructive feedback on something, but held back from doing so because you did not know how to convey your intentions across?
Today’s guide is on how to give constructive criticism to someone. Whether at work or in relationships, sharing (and receiving) feedback is part and parcel of improvement. If you have ideas on how someone can improve, don’t hold your ideas back – rather, share them in a constructive manner. (Provided the subject is something the person has asked to receive feedback on. Otherwise, you are merely imposing your judgment on others.)
After three riveting days of oral arguments in March 2012, employers were left anxiously awaiting the decision of the U.S. Supreme Court about the fate of the Patient Protection and Affordable Care Act, expected near the end of June 2012.
During this period, employers should take interim steps in order to prepare for the eventual decisions. These steps should take into account the full range of possibilities and should position employer group health plans to react to the possible outcomes, respond to inquiries and requests from internal stakeholders, and consider administrative and design issues presented by the possible Supreme Court decisions.