000			03747cam a2200493Mi 4500
001			u12316
003			SA-PMU
005			20210418123848.0
008			160118t20162016mau 001 0 eng d
010			_a 2015047167
040			_aCNMON _bfre _erda _cCNMON _dOCLCO _dOCLCF _dB2Q
020			_a1633691640 _q(hardcover ; _qalk. paper)
020			_a9781633691643 _q(hardcover ; _qalk. paper)
035			_a(OCoLC)950695971
050	0	0	_aHF5549.5.R58 _bH424 2016
082	0	0	_a658.3/14 _223
245	0	0	_aHBR guide to delivering effective feedback / _cHarvard Business ReviewPress.
246	3	0	_aHarvard Business Review guide to delivery effective feedback
264		1	_aBoston, Massachusetts : _bHarvard Business Review Press, _c[2016].
264		4	_c©2016
300			_a203 pages ; _c23 cm.
336			_atexte _btxt _2rdacontent
337			_asans médiatio _bn _2rdamedia
338			_avolume _bnc _2rdacarrier
504			_aComprend des références bibliographiques et un index.
505	0	0	_gSection 1: Ongoing Feedback. -- _tGiving effective feedback: the two types of feedback, defined -- _tSometimes negative feedback is best / _rHeidi Grant Halvorson -- _tGiving feedback that sticks: prevent a fight-or-flight response / _rEd Batista -- _tA better way to deliver bad news: take an open approach to your discussion / _rJean-Fran©ʹois Manzoni -- _tThe set-up-to-fail syndrome: how bosses create their own poor preformers / _rJean-Fran©ʹois Manzoni and Jean-Lois Barsoux -- _tHow to give feedback that helps people grow: establish trust, then focus on improvement / _rMonique Valcour -- _tRecognize good work in a meaningful way: tailor your rewards to the person and the effort / _rChristina Bielaszka-Duvernay -- _gSection 2: Formal Performance Appraisals. -- _tDelivering an effective performance review: five basic ruls for getting it right / _rRebecca Knight -- _tManaging performance when it's hard to measure: focus on the individual, not a rating / _rJim Whitehurst -- _tStop worrying about your employee's weaknesses: emphasize their strengths to help them grow / _rPeter Bregman -- _tHow to set and support employee goals: set your people up to succeed / _rAmy Gallo -- _tWhen to grant a promotion or raise: first, make sure they can do the job they want / _rAmy Gallo -- _tTips for record keeping: track performance so reviews run smoothly -- _gSection 3: Tough Topics. -- _tHow to help and underperformer: identify the problem and see if coaching can help / _rAmy Gallo -- _tDelivering criticism to a defensive employee: stick to the facts / _rHolly Weeks -- _tHow to give star performers productive feedback: discuss performance, new frontiers, and aspirations / _rAmy Gallo -- _tPrioritizing feedback-even when time is short: three ways to be more efficient / _rDaisy Wademan Dowling -- _tNavigating the choppy waters of cross-cultural feedback: make subtle shifts to adapt your approach / _rAndy Molinsky -- _tHow to discuss performance with your team: let them do the talking first / _rRebecca Knight.
650		0	_aEmployee retention.
650		0	_aEmployees _xRating of.
650		0	_aFeedback (Psychology)
650		0	_aPersonnel management.
650		6	_aPersonnel _xDirection.
650		6	_aPersonnel _xRétention.
650		6	_aPersonnel _xÉvaluation.
650		6	_aRétroaction (Psychologie)
650		7	_aEmployee retention. _2fast _0(OCoLC)fst00909053
650		7	_aEmployees _xRating of. _2fast _0(OCoLC)fst00909172
650		7	_aFeedback (Psychology) _2fast _0(OCoLC)fst00922443
650		7	_aPersonnel management. _2fast _0(OCoLC)fst01058797
710	2		_aHarvard Business Review Press, _eorganisme de publication.
942			_cBOOK
994			_aZ0 _bSUPMU
948			_hNO HOLDINGS IN SUPMU - 5 OTHER HOLDINGS
596			_a1 2
999			_c5000 _d5000