APC Part A and B
The Privacy Act Covers
Negative feedback is the process of pointing out what someone is doing poorly and telling him how to change it. It also can involve telling a person that the attitude he is displaying is inappropriate or that certain behaviors and habits are causing problems. A manager can deliver negative feedback whether the employee’s actions are intentional or not.
Positive feedback works on the premise of building on a person’s strengths. It tells an employee what he is doing well and praises him for good performance. The theory behind positive feedback is that if you a tell a person what he is doing well, that person will likely repeat the behavior to secure continued approval. Managers can give positive feedback in both a formal manner, such as in a performance evaluation, or informally, such as a comment made during the workday that praises work done.
Regular, One to One Coaching/Mentoring/Feedback Meetings
All employees should receive some form of regular, one to one communication with their manager, whether it is through a formal meeting or an informal chat in the canteen.
Invite interested employees to attend a focus group on a business issue, e.g. business energy wastage. You can get useful information from employees who may not otherwise be involved and it is another effective workplace communication method.
This can be an effective workplace communication method – if handled properly. Manage email accounts so that employees don’t get swamped with unnecessary mail. Suggest that employees only check their email at certain times of the day, so that it isn’t a constant source of interruption and time wasting
Identifying the Problem
Professional skill training programs designed to help employees develop better problem solving skills usually start with a lecture or presentation on how to identify a problem. In a workshop setting, a facilitator typically divides the group into pairs and describes a relevant situation for them to solve. The pairs discuss the situation, such as a customer complaint, poor communication between co-workers or a misunderstanding between a supplier and a manager. Using root cause analysis techniques, participants try to identify at least five possible triggers for the current situation. This exercise helps participants isolate the facts. By determining the origin of a problem, participants determine what happened and why it happened and figure out how to prevent it from happening in the future.......
After listing all the relevant details about a problem, people generally have the knowledge required to propose possible solutions, based on their experience. Training workshops provide opportunities for less seasoned employees to learn from their more experienced colleagues. To encourage innovative thinking, facilitators typically ask participants to think about creative ways to handle traditional problems. Participants list potential problem resolution strategies along with the risks and benefits associated with each one. They learn to use techniques such as Six Thinking Hats, developed by management consultant Edward de Bono, to develop innovative approaches.
Problem solving skills training instructors usually teach participants to evaluate options carefully. By learning how to make decisions effectively, participants work more effectively as a team. To evaluate options, participants read case studies, interview experts and play online business simulation games.
More often than not, when a firm is highly productive, it eventually becomes successful, and because of this, incentives are bound to be made available to the employees. These include pay raises, bonuses, medical insurance and so on. This will also motivate employees and gives them more job opportunities as the company grows. Productivity in the workplace is an important aspect of every company and when top management understands this concept, success is just around the corner. However, if your company doesn’t give you the incentive to increase productivity, you may want to start looking for another job because the lifeblood of your company is running out.
Step 1: Make a List
The first step in prioritising your tasks is to make a to-do list. For the next seven days, this list will be your primary touch point for completing tasks and assignments in the workplace.
Step 2: Establish Due Dates
Beside each item on the list, write down its actual due date. Don’t establish due dates based on when you would like to have them completed. Instead, write down the date when the task is actually required to be completed.
Step 3: Assess Interdependent Tasks
Once you have ranked your tasks by due date, the next step is to decide which – if any – of the tasks on your to-do list significantly impact other people’s to-do lists.
Step 4: Consider Consequences
Not all tasks are created equal. You may find you have tasks due immediately that have minimal consequences should you decide to put them off for a few extra days.
Step 5: De-Clutter the List
Most to-do lists are cluttered with relatively small tasks that require little time, but collectively feel like a ton of bricks hanging over your head. Every now and then, it is useful to talk a half-day to de-clutter…...
You've reached the end of your free preview.
Want to read all pages?