Employees
How-to Videos
Objectives
What are Objectives
Setting Performance Objectives
What are Personal Development Objectives
Setting Personal Development Objectives
Managing Your Objectives
Adding Collaborators to Objectives (Optional Feature)
Feedback
Feedback Overview
Giving Effective Feedback
Feedback Circles (Optional Feature)
Feedback - Draft with AI FAQ's
Feedback - Draft your Feedback with AI
Give Feedback from Microsoft Teams
Conversations
Making the most of Check Ins
Preparing for a Check-in
Microsoft Outlook Integration - Employee Configuration
Actions
Talent Snapshots
Frequently Asked Questions (FAQs)
Managers
Your Team - Key features and functions
Your Team - Performance Summary
Your Team - Private Notes
Your Team - Talent Snapshots
Your Team - Wider Team (for Senior Managers)
Workflows for Multiple Managers
System Administrators
Admin How-to Videos
Training and Communication Materials
Importance of Communications Plan and Knowing your Audience
Clear Review Training Materials
Clear Review Sample Launch Email Template
Tips for Building Engagement
Using Clear Review on a Mobile Device
Communicating the Benefits of Continuous Performance Management
Performance Focus and Success Measures
Admin guidance for using My Feedback Link
Clear Review Using 'Draft with AI' Email Template
Admin System Configuration Options
People Management
People Management
Creating Admin Roles / Assigning Access
Importing Employee Data
Multiple Managers Configuration
How to Set Up Delegate Access
Organisational Goals
Objective Settings
Performance Objective Options
Personal Development Objective Options
Collaborative Objectives
Configuring the Objectives Library
Feedback Settings
Building a Feedback Culture
Feedback Settings
Feedback Circles for Admins (Additional Module)
Draft with AI for Admins
Conversation Settings
Enabling Multiple Conversation Types
Conversations - Reminders and Discussion Prompts
Default Conversation Prompts
Supplemental Discussion Prompts
Talent Snapshots
Talent Snapshots Guide and Sample Qs
Creating Effective Talent Snapshot Questions
Define what talent means in your organisation
How to add or remove participant in Talent snapshots
How to add new round in Talent snapshot
How to create and edit a new Template for Talent snapshots
Navigation Options
Report Visibility Options
Languages and System Terminology Settings
System Notifications
Integration Settings
Integrations (HRIS Data Feed / Single Sign on)
Microsoft One Drive Integration - Admin Configuration
Microsoft Teams Integration - Admin Configuration
Microsoft Outlook Integration - Admin Configuration
Analytics (Additional Module)
Analytics Overview (Additional Module)
Data Analytics API - How to Generate my API Key
Migration from Analytics API to Performance and Talent Reporting API
Analytics API End of Life Notification
Engagement (Additional Module)
Admin Reporting Overview
Raising a Support Ticket
Performance & Talent Implementation
User Experience / User Interface Release
Why Performance Management
Table of contents
- All categories
- Why Performance Management
- Why Request Feedback?
Why Request Feedback?
Unlock Your Potential: The Power of Seeking Feedback for Peak Performance
Ever wonder how some people consistently raise their game and reach new heights of success? Well, one of their not-so-secret weapons is being a feedback magnet. These individuals actively seek feedback on their work and performance because they recognise its pivotal role in personal growth and development. The evidence backs this up: according to Gallup, employees who receive regular feedback are 3.2 times more likely to be highly engaged at work. The Centre for Creative Leadership also found that 70% of high-performing executives regularly seek out feedback.
Why Feedback Matters: The Science Behind the Success
Feedback isn't merely a trendy term; it serves as a potent driver for personal and professional growth. It has the capacity to illuminate both our areas of proficiency and those where we may fall short, revealing valuable insights that we often overlook – our blind spots. With feedback in your corner, you can:
- Elevate your performance
- Set pragmatic goals
- Acquire new skills
- Forge stronger connections
- Boost your confidence
Evidence in Action: Real-World Feedback Champions
Let's delve into real-life examples of feedback champions. Take Google CEO Sundar Pichai, for instance. When he ascended to the CEO throne, he had his doubts about having what it takes. So, he sought feedback from Google's co-founders, Larry Page and Sergey Brin. They didn't sugarcoat it; they told Pichai to step up his assertiveness and take calculated risks. Pichai didn't shy away; he embraced their advice, and the outcome speaks for itself - he's now one of the world's most successful CEOs.
Becoming a Feedback Maestro: A Practical Guide
If you're ready to harness the power of feedback, here's a practical roadmap:
- Laser-Focused Inquiry: Skip the generic "How'd I do?", aim for specificity and perhaps on based on a specific interaction or project.
- What went well?
- What could I have improved?
- What some areas where I can grow?
- Welcome Constructive Insights: Don't limit yourself to applause. Embrace constructive feedback; it's your ticket to transformation.
- Overflow with Gratitude: Even when served humble pie, express your thanks. Remember, feedback is a gift, no matter how it's wrapped.
The Feedback Effect: Where Action Meets Transformation
Here's a valuable bonus tip: Don't just amass feedback like trophies. Act on it! Take time to reflect, identify areas for improvement, and craft an action plan. By doing so, you'll be propelling yourself towards your goals, armed with data and determination.
In conclusion, feedback isn't just a feel-good notion; it's a powerhouse for personal and professional development. Armed with the knowledge that feedback amplifies success, you can unlock your potential and soar to new heights. It's time to embrace feedback as your ally, grounded in evidence and driven by results.
