We believe that performance reviews should be a thing of the The BLOOM Performance Optimization System is a feedback and development system. The system is designed to provide managers and their teams immediate ability to track feedback notes and development activities. People grow when managers consistently take the time to provide daily and weekly feedback and encourage learning activities that are relevant to their growth and success.
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Feedback / Communication
A common question we receive by employees is "what should I share in the comments of my review form". Good question!
We've had a few questions about review cycles. Previously, you could only choose 180 or 365 days and that cycle was for all of your reviews. So when it came time to approve/create a review, you had to remember, I didn't want 180, I really wanted 90 days, so now I have to click the calendar and change the date.
Conflict is a natural part of human interaction. A healthy approach to conflict leads to greater understanding of one another and more creative problem solving. An unhealthy approach to conflict leads to wounded egos and frustration.
When we understand our individual styles of dealing with conflict we can begin to understand how we can approach it; we can also then identify whether it is within our ability to solve or is too volatile or complex for a resolution.
The BLOOM resources are a special library of information for you to copy to your organization. These include example policies, procedures, forms, links and important documents.
Previously, we had the BLOOM categories mixed in with your Organization Categories in the select/pull down list. This was getting a little cluttered, so we moved BLOOM resources to their own special screen.
We have installed a new feature to allow you to configure how Pay Data appears (or not appears) on the Print Review form. You can toggle this on/off in a variety of ways to best suit your workflow needs.
Is your organization one with managers expected to keep track of rotating teams, multiple shifts, and fluid reporting structures? You are not alone! BLOOM worked in partnership with a client whose needs went beyond the traditional manager/subordinate framework. The challenge was how can I safely "open" up my employees to allow an ever changing reporting structure? This client has rotating managers who manage shift teams of specialists in a 24/7 operation.
There are four communication skills that are fundamental to any type of effective consulting: neutral observation, feedback, active listening, and exploratory inquiry. Together, they offer a formidable method of communication that can facilitate improvement in processes, in interpersonal relations, and in group dynamics.
There’s nothing more disturbing or destructive than when employers avoid giving employees the true, honest feedback they need to succeed. Often the avoidance is more about maintaining a sense of control. It’s about the employer’s need to be liked or about their need to maintain their own sense of success as a manager—if they don’t focus on areas to improve, then everything must be fine!
Employees aren’t children with fragile egos, or if they are highly sensitive, then you need to determine whether they are the types of employees that you want to develop and manage. Employees need and deserve direct, adult feedback about their performance. They need to know how to adapt and improve, otherwise they’ll fail and eventually the organization will fail to meet its objectives, too.
Starting Feb 2nd, our powerful BLOOM reports/accountability trackers to a new REPORTS tab for Admin/HR level users! This move allows us to expand our reports and centralize key functions into one easy to see area! ENJOY!