People in my industry, including myself, talk an awful lot about “Feedback.” To a degree that makes it seem like it’s this huge, daunting thing. It has gotten to the point where we talk so much about feedback and emphasize the importance of feedback to such a level that we forget one important truth. Rather than being a huge deal, or something to be afraid of, remember that feedback is a conscious conversation that most often takes less than one minute.
We are pleased to announce that we have come to an agreement with Midland video to help educate the marketplace on workplace culture. Tim Hagen, President of Progress Coaching states, “Joe Liberatore and I have been friends for a while and we had never really thought of partnering with one another until I saw Joe's work. He helps companies use their workplace culture as a marketing and recruitment tool through video. We began exploring some ideas of how to partner and we came up with the idea of creating the “Workplace Culture”, a video blog that educates on how to build, sustain, and market organization’s workplace culture.”
Relationships are tricky, especially in the workplace. One bad relationship with a coworker can negatively affect the work you do with that person, which can lower progress, motivation, engagement, and overall morale.
Coaching an employee requires the coach and coachee to have a good relationship. Developing a relationship with an employee is an extensive process, but without it, the employee, the company, and the coach can all suffer. In order to coach your employee you need to know your employee. Coaching is all about helping your employee to realize what they could improve upon or fix, and then directing them towards a solution. To do this, you need to know a lot about your employee. Here are a few things to look at when building relationships