What are some good ways managers can practice the art of constructive criticism? In the latest Mediabistro feature, eBay’s former COO and other career experts weigh in with their tips. Here’s an excerpt:

Be prepared

Probably the easiest and most popular response to a manager’s complaint is “I didn’t know this was an issue.” Get ahead of that response by communicating your expectations early and by having regular, honest meetings with staffers.  Maynard Webb, eBay’s long-time COO and author of Rebooting Work: Transform How You Work in the Age of Entrepreneurship, says regular check-ins make critiques less surprising and easier to accept. “I’ve often implemented informal weekly and formal quarterly check-ins in an effort to force a dialogue and prevent a big disconnect when employees find out they weren’t doing as well as their perception led them to believe,” Webb said.

For more, read How to Give Employees Feedback Without Killing Morale. [Mediabistro AvantGuild subscription required]

Managers may think that all an employee wants is a promotion or a raise. But did you know that non-monetary rewards can be more effective motivators? In the latest Mediabistro feature, managers and workplace experts tell how you can reward your staff without expanding your budget. “Most studies show that employees don’t actually perform better for more pay, once they have enough to live fairly comfortably,” said career strategist and former HR consultant Mark R. Gerlach. “So rewarding them in more meaningful ways can lead to higher satisfaction.” So what are some of these more meaningful ways? Here’s an idea: Read more

“What do you want me to say about you?”

According to hiring consultant and trainer Nelson Scott, this is typically the first question people ask when they agree to be a reference. How then are managers supposed to get any useful information from them? In the latest Mediabistro feature, workplace experts give advice on how to interview a prospect’s cheerleaders. Below, an excerpt:

“If you were to give her one piece of career advice, what would it be?”

This hypothetical question was suggested by David Gaspin, talent acquisition manager for TheLadders.com, who advises focusing as much on imperfections as star qualities. Another example: “Under what conditions have you seen her struggle or get stressed out?”

Junge likes the idea of putting such questions in a mentoring context, rather than just asking for a candidate’s biggest flaws. “Everyone has weaknesses, but most references couch their real concerns,” he said. “Asking a reference where they would focus their coaching efforts gets to a similar place, but is far more likely to produce practical, actionable feedback.”

For more, read What to Ask a Job Candidate’s References. [subscription required]

Got wine?

Er, we mean whine. (And yes, since 5 o’clock is approaching on a Friday evening, it’s definitely on the brain).

One of the most popular blog posts today on Forbes relates to “The First Rule of Management: No Whining.” Although it’s geared toward managers and positive leadership (one manager in particular had a no whining sign in the office!), we can all benefit from this lesson. After all, at one point or another there’s been a whiner in the office that negativity typically spreads to other colleagues as well. Read more