Gerry McMahon is an acknowledged national expert in People Management. He has over 35 years’ experience - as a workplace investigator (on bullying/harassment/ disciplinary/dismissal/grievance issues), trainer, negotiator, facilitator, mediator, arbitrator and team builder - across a wide range of employment sectors. He is the M.D. of the H.R. training and advisory company Productive Personnel Ltd.
Gerry has also had an extensive range of books and articles published and been a columnist with the Industrial Relations News, Irish Times, Sunday Business Post, and Irish Independent and expert commentator on H.R./Employee Relations for R.T.E. and TV3/Virgin. He has also served on numerous Legal Island and C.I.P.D. judging panels and is a Council member of the Irish Association for Industrial Relations.
Contact: Tel. 087-2471415; E-Mail: ppl1gerry@gmail.com
Effective feedback is central to the process of helping people – both for those working ‘on-site’ and especially those working remotely. Indeed, it is the most effective way for employees to learn about themselves and the effect their behaviour has on others. On receipt of such feedback one can assess its value and the consequences of ignoring or acting upon it. But the bottom line is that if one is not open to feedback and/or does not receive it, one’s scope for development is severely restricted.
Of course, the reality is that constructive feedback can increase self-awareness, raise options and encourage personal development. Hence, it is especially important for people managers to know how and when to give it.
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