Union leaders hit resistance from riled-up workers | 3 tips for effective feedback delivery in the workplace | CEO credits improv comedy for quick thinking
Union members across various industries are increasingly rejecting contracts negotiated by their leaders, demanding better terms amid rising inflation. At Boeing, 94% of machinists voted against a proposed contract despite a 25% wage increase offer, highlighting dissatisfaction with perceived inadequate compensation and benefits. The trend reflects a broader sentiment among workers who feel they are not receiving their fair share, leading to strikes and further negotiations.
Effective feedback delivery is crucial for managers, according to business school research. The right approaches -- such as using neutral language to prevent emotional reactions -- can transform feedback into a constructive tool for dialogue and employee development.
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Employer-sponsored health insurance premiums have risen by 7% for the second consecutive year, reaching an average of $25,572 annually, according to the 2024 KFF Employer Health Benefit Survey. Employees are contributing $6,296 on average towards family coverage, while employers cover $19,276. KFF President and CEO Drew Altman highlights the strain on employers, who equate the cost to buying an economy car for each worker annually, and notes that they cannot easily pass these costs onto employees in the current labor market.
Jobs for electricians are projected to grow at nearly three times the general workforce rate by 2033, according to the US Bureau of Labor Statistics. The estimate of 10.8% growth also outstrips the general construction trades, with plumbers and roofers coming in second and third. Electrician salaries are generally lower in southern states, with average salaries in Georgia around $57,700, compared to a national average of roughly $61,500, according to an analysis from Construction Coverage.
Booz Allen Hamilton and Bank of America have introduced neurodiversity training programs for managers to better support employees with conditions such as autism, ADHD and dyslexia. Booz Allen has partnered with Broad Futures for training that covers disability etiquette and barriers to employment, while Bank of America's program, developed with Neurodiversity in the Workplace, includes modules on allyship and managing neuroinclusive teams.
Productive feedback is clear and straightforward and includes tangible examples that can be used to change a behavior or a practice. This type of feedback works.
What doesn’t work is ambiguous feedback, like this conversation between two managers about a direct report:
Manager 1: “We had trouble with Katie during that last event.”
Manager 2: “Wow. Okay. That’s unusual. She usually scores high with clients. What happened? Can you tell me what went wrong?”
Manager 1: “The content was fine. Production was difficult.”
Manager 2: “Can you give me an example?”
Manager 1: “Well, Rayna just said that she had a hard time working with her.”
This feedback is not constructive. It’s vague. Katie’s manager will need to get more information before talking with Katie.
She will also need to use neutral language when delivering the information, as we see in today’s Recruiting & Retention story from The Conversation. "Keep your emotions out of it," advise business professors Kip Holderness, Kari Olsen and Todd Thornock. Agreed! The right verbiage keeps everyone’s attention on what’s important and reduces the possibility of Katie taking the feedback personally.
How do you deliver tough feedback? What do you say to prevent folks from getting defensive? Let me know.
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Don't let someone else define whether you're lovable. Make yourself lovable, and if you're doing things that you don't think are appropriate or lovable, well, stop it. Do something else.
