tag:blogger.com,1999:blog-23943706.post9017292806169814394..comments2011-06-16T06:45:12.786-04:00Alexia Vernonhttp://www.blogger.com/profile/02377576867122400389noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-23943706.post-58718647701768376772010-01-22T03:32:08.312-05:002010-01-22T03:32:08.312-05:00nice post. thanks.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-23943706.post-29542335956702233842010-01-07T21:18:49.268-05:002010-01-07T21:18:49.268-05:00@Rebecca<br />I hear ya! I LOVE me some feedback!<br /><br />I actually just got home from a meeting with HR reps and recruiters. We had a lengthy discussion around this very point. Whether feedback is about the good, the bad, or the ugly, without it being specific, skill-based, time-sensitive, action-oriented, yada yada, it&#39;s impossible to empower an employee either to replicate or rectify performance.Alexia Vernonhttp://www.blogger.com/profile/02377576867122400389noreply@blogger.comtag:blogger.com,1999:blog-23943706.post-21926915856817338492010-01-07T10:22:16.362-05:002010-01-07T10:22:16.362-05:00Great list. The carrots point is poignant to me and I play very much into that stereotype. I NEED feedback. I actually don&#39;t even care if it&#39;s positive, but I need to know how I&#39;m doing. I often ask my boss at the end of a natural period (say, the end of the year or a specific project), how am I doing? What else can I be improving on? etc. etc. He usually just tells me I&#39;m doing great though. I wish he would tell me more!Rebeccahttp://modite.comnoreply@blogger.com