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Delivering effective performance feedback
Talent Management
Editor's note: Aubrey Daniels is a Keynote Speaker at THE Performance Improvement Conference in Indianapolis, April 11-16, 2014.

"Feedback" is information about performance that will allow the performer to change his or her performance. It is a crucial part of improving performance, as all of our learning requires feedback or some knowledge of the results or impact of our behavior on the environment. Without it, employees won't know which behaviors are effective and which are not.
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What federal managers should do when the shutdown ends
The Washington Post
When the government shutdown eventually ends, furloughed employees and those who remained on the job will be eager to get their paychecks and make up for the lost time and the backlog of work. But the return to "normalcy" will require federal leaders to soothe hard feelings and help the entire staff cope with the many large and small problems caused by the disruption.
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Mind the gap
BPTrends
The only purpose of BPM is to improve business process performance. If, in the midst of all of the words, frameworks, methodologies and technologies, processes are not changed for the better, then the whole undertaking is a poor investment. The theories of process-based management rightly condemn as waste anything that is not adding value and improving performance, and this must also apply to the whole concept of BPM itself. If BPM is not about improving the performance of organizations and achieving strategic organizational goals, then what purpose does it serve?
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Training employees to succeed
Convenience Store Decisions
At first glance, one might think investing in employee training during economically challenging times would be counter-intuitive because it requires a significant monetary investment. The truth is training must be an ongoing priority in any retail business.
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6 ways to incorporate technology into onboarding
Workforce
Employees will never be more in love with your organization than the day they start work. And one of the primary goals of a good onboarding program is to maintain that enthusiasm. Experts offer this advice on how technology can help engage employees as soon as they are hired and streamline tasks so they are more productive from the start.
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5 ways to write effective training survey questions
Mindflash
When it comes to writing training survey questions, the most important principles is to write questions that seek responses on which you can take action. After all, isn't that the point of survey responses? You want to collect feedback so that you can improve your training course. Yet, too often, we write questions that no one answers or that seek responses on which we have no way of making improvements.
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ISPI Performance Digest
Colby Horton, Executive Vice President of Publishing, 469.420.2601
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Valerie Hunt, Senior Content Editor, 469.420.2690   
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Disclaimer: The articles that appear in Performance Digest are chosen from a variety of sources to reflect media coverage regarding human and organizational performance improvement. An article's inclusion in Performance Digest does not imply that the International Society for Performance Improvement (ISPI) endorses, supports, or verifies its contents or expressed opinions. Factual errors are the responsibility of the listed publication.

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