戰昇的部落格

  According to Giving and receiving positive feedback, it is not useful to talk to your employee’s performance with “feedback sandwitch”.Because, they can perceive that the positive comments are a form of sugarcoating the negivitives.In my opinion,I really agree the authors statement.However it is useful under these two scenarios.

One scenario is that when the employee is a new comer.because he is a novice in my company, maybe these errands are inexperient to him. For this reason, it is important to build a confidence to him. Take a report for example, when he do something wrong or add less important information on his report. First,I would find something he do really best and talk to him, hope him to keep it up. Second, I would say that if you can add or revise what, the report would become better. In the end, I would affirm his ability and let him give me report next time.

Another scenario is that he has a good performance in other place, but now he do is not his strengths. Under this circumstance, I won’t blame him burst out his courage to jump off his comfort zoom. At first, I would appraise his past performance which really help our company a lot. Secondly, I will help him to elevate his ability and ask him what could I help. And then, give him my experience and advice.In the end, I will cheer him up let him have vitality to cope with anythin.

In my senior year in my university,we need to do graduate project. My topic is gene algorithe in CNC. However my program ability is too poor to resolve the problem. My teacher also compliment me first,he said that I have a fast reaction and I have much top A in my grade.Next, he give me some book about matlab、python anc C++ books,talk me which part I need to read first.In the end of meeting,he also give me high expect.Finally,I really finished in the end. 

I think that managers not only need to say compliment but also give some assistant and help employee in their best.If managers treat employees as family, they would do their best to meet expections.

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