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HR TRAINING 2018 - Webinar on Giving and Receiving Feedback

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Website https://www.trainhr.com/control/w_product/~product_id=702186LIVE/?channel=ourglocal-oct_2018_SEO | Edit Freely

Category Importance of Feedback in the Workplace,employee performance Feedback,HR Regulations Training ,employee positive feedback,advantages of employee feedback

Deadline: October 16, 2018 | Date: October 16, 2018

Venue/Country: Online Event, U.S.A

Updated: 2018-08-10 18:37:17 (GMT+9)

Call For Papers - CFP

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview:

Not everyone is skilled at giving feedback, and it can be equally difficult to receive constructive criticism as well. Giving and receiving feedback is missing from workplaces and so employees are leaving. Just say 'thank you' and 'please' more and we should be good to go. No. No? No.

Feedback can reinforce existing strengths, keep goal directed behavior on course, clarify the effects of behavior, and increase recipients' abilities to detect and remedy errors on their own. Your employees want to know when they are doing good, great and need development. Learn to give it with dignity and integrity, respectfully and honestly. Frequent and effective feedback increases productivity and team harmony.

Receiving feedback also takes special skills especially when it is something you don't want to hear, and not least because not everyone is skilled at giving feedback. In order to hear feedback, you need to listen to it. Don't think about what you're going to say in reply, just listen. Pay attention to non-verbal communication as well and listen to what your colleague is not saying, as well as what they are saying. Body language accounts for 55% of our communication.

When receiving feedback question, reflect and clarify to ensure that you have fully understood all the nuances of what the other person is saying and avoid misunderstandings. Be aware of your emotions and also be able to manage them so that even if the feedback causes an emotional response, you can control it. Giving and receiving feedback, simple, yes, difficult, even more so!

Feedback is continual. Whether explicit through oral or written language, or implicit in gestures or tone of voice, feedback conveys information about behaviours and offers an evaluation of the quality of those behaviours.

Why should you Attend: This course will help you introduce feedback into your company.

A free perk to every employee in your company is feedback, positive, constructive feedback. Millennials in particular are leaving companies because they don't feel appreciated and no one has told them recently that they are doing a fine job. If you don't get feedback at work, you won't know how to give feedback when it is your turn to complement, show appreciation or discuss a sensitive topic. Giving and receiving feedback can be learned.

Areas Covered in the Session:

Examine the Importance of Feedback in the Workplace

Get six Tips on how to Receive Feedback and Six Tips on how to give Feedback

Learn Useful Phrases for Giving Feedback

Learn How to give your Boss Feedback

Who Will Benefit:

Anyone who Trains Employees on Soft Skills or is Responsible for Implementing change in their Organization

Everyone

Instructor:

Colleen Clarke is a highly recognized career specialist, corporate trainer, and workplace coach in the areas of career management and transition, communication and networking. For the past 20+ years she has inspired, through her training and counseling, thousands of people in groups and individually to maximize their career and workplace potential. Colleen graduated from the first class of coaching students from the Adler Institute as a certified Workplace Coach in 1999.

Event link : https://www.trainhr.com/control/w_product/~product_id=702186LIVE/?channel=ourglocal-oct_2018_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: +1-800-385-1627

Email: support@trainhr.com


Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
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