Let’s get to the point. Feedback is one of the most important roles of a manager. Regular, timely, consistent feedback is so crucial for so many reasons. Yet, many of us struggle to do it. It may be because people often only ever get negative feedback so as soon as they smell it coming they instantly put their walls up, or it may be because you just hate having to do it. Feedback doesn’t have to be this big icky thing, it can just be a conversation, and if you’ve created the right foundations and you approach the conversation in the right way, it can actually be a really positive
Performance
The key to accountability
Last week I shared what it looks like when there’s not a culture of accountability and the impact it has on organisations. So, how DO you create a culture of accountability. It’s almost impossible to create a culture of accountability without first establishing trust, creating clarity and getting buy in. Imagine it like a house, you need strong foundations (trust, clarity, buy in) in order for accountability to hold. Yes, you can try to hold someone accountable without first establishing these things, but it’s going to be less effective. Let me explain why. I shared my
Harris Farm Markets
Tell us a little bit about you and your business Harris Farm Markets is a family owned fresh food business with 25 retail markets and complementary wholesale and independent distribution businesses. My role here is as Director of People and Culture. It is a broad role, and in addition to a fairly typical HR portfolio, I also work closely with the CEOs and Leadership team to drive ongoing performance within the company. Why did you approach Human Tribe initially? Five years ago, Harris Farm Markets viewed itself as a chain of 25 fruit and vegetable stores and they had traditionally been
