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Management Training Professional & Management Professional Development

Seven Tips for Successful Business Writing

Avoid Confusion With These Seven Success Tips For Business Writing

“This email makes no sense at all…”

How many times have you received an email/message read it and had this thought? Quite likely more than once! And that’s a problem. How many different documents do we churn out at work? Lots of emails, plus reports, proposals, minutes etc. Every single one of them needs to be accurate in terms of spelling, punctuation and grammar. But that is just the start, in this article we’ll look at seven simple steps we can take to producing writing that reads well and communicates the points intended saving us from misunderstandings and lost productivity.

History is littered with examples of major fails due to poor communication, an oft used example being the Charge of The Light Brigade and the breakdown of understanding between Lord Raglan and Sir George Cathcart at a critical intersect of the battle. Remember that every message sent acts as an ambassador for you and your company. It creates an impression not just of you, but of the whole organisation. So let’s get it right!

Improve communication through efficient business writing
Business writing course
  1. Proofreading & checking
    Wehn we raed wrods, we dno’t raed each and evrey letetr. Our brains have a talent for making sense from nonsense. We don’t look inside words, we just look at the shape of the word. If the first and last letters look right, we can work out what the word is. If any letters are in the wrong order, without thinking we unscramble them – we don’t see the mistake!

I recommend proofreading and checking, although often, people just use spellchecker. But it won’t always save you. If I’m typing quickly, ‘from’ becomes ‘form’. And I’ve met plenty of managers who are definitely not ‘mangers’! Here are some top tips to help with your proofreading:

  1. Take a break! Allow time between writing and proofreading. Give yourself a chance to forget what you wrote. If you proofread immediately, you’ll just see what you think is on the page. Or, find a proofreading buddy. A fresh pair of eyes checking your work will pick up mistakes you’ve missed.
  2. Use a pointer. Running your pen or finger along each line underneath the words will force you to slow down, look inside the words and spot the errors.
  3. Check spelling, punctuation and grammar. If you find a mistake, correct it then rewind a little to the beginning of the sentence. There may be 2 mistakes right next to each other, and you might miss the second one.
  4. Use a cover to limit what you can read. Use a ruler or a piece of paper and place it over the document. As you proofread, move it down the page, revealing the lines one by one.
  5. Read it backwards! This is a very useful proofreading technique. Start at the end of each paragraph and read backwards. The message will be lost, so you can focus on checking the words.
  6. Final check – is the message intact? You’ve made changes – does the document still say what you want it to say?

In summary, we should be proofreading and checking every document we create. Think of it as short-term sacrifice for long-term benefits like efficiency and productivity not only for you but for the recipients of your messages. Remember how you feel when you’re reading an unintelligible email – what impression do you have of the writer? Good lcuk!

 

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Professional & Management Professional Development Soft Skills

Performance Management: Planning and Preparation Tips

How to make your appraisal process more efficient

 

So you’ve had a great year? Prove it!

Performance management is an ongoing cycle of formal and informal conversations throughout the year. Everyone needs the feedback necessary to improve productivity and stimulate personal and professional growth.  It helps people be the best they can be.

Improve performance management with planning and preparation
Reach productivity goals with great appraisals

Having a well thought-through and structured performance management system avoids misunderstandings, under performance, demotivated team members and accountability issues.

Your appraisal process should be designed to:

  • keep employees on track,
  • promote engagement,
  • uncover skills gaps,
  • provide scope for reward,
  • identify your future leaders and key players
  • optimise productivity.

At the informal end of the conversation spectrum regular one to ones give staff and managers a chance to catch up and find out how they are getting on. On the formal side, let’s talk about the annual appraisal.

Annual Appraisals usually culminate in looking to the past, then to the future. Agreeing upon the achievements of the past year, then agreeing goals for the following one.

The Golden Rules

The appraisal should hold no surprises, and should be conducted regularly on a one to one basis throughout the year, meaning that any issues are dealt with immediately before they culminate in a bigger problem. Let’s focus on the first part – a look at the past year.

Looking to the Past: How efficient planning and preparation can solve problems before they arise.

A few weeks before the appraisal, both appraiser and appraisee begin preparing. In many organisations, this discussion awards the appraisee with a yearly rating. For example 1 means they have failed to meet expectations (poor performer), and 5 means they have exceeded all expectations. In some companies, the score awarded is linked to your pay review.

A Difference of Opinion

A score of 3 means you’re doing a good job. When conducting appraisals, I have often gone in thinking of someone as a solid 3, whereas they think they’re worth at least a 4! How does either side justify their position? It’s all about preparation. Nobody just turns up claiming they’ve had a great year, so where’s my 5?

Throughout the year, we should gather factual evidence of performance and achievements, which is used during the appraisal to support our position.

Evidence underpins Planning

I had a folder on my computer called ‘appraisal stuff’, where I used to store information like this. Every time I received an email thanking me for my efforts, it would go into that folder to be used at my appraisal to help secure the score I deserved.

Planning is key to improving efficiency and performance
Plan carefully to maximise performance

I also kept a folder for each team member, which helped enormously when preparing their appraisals. Oh, you were thinking 5? I was thinking 3, let’s talk about it… However, I’m not the Oracle and I might have missed something. If you think you deserve a 4, but I’m thinking 3, and you’ve got the evidence to back it up, I’m all ears.

A note of caution

Over the years, I have met many managers who are desperate to be liked by their teams. Not only does this mean they cannot deliver difficult messages, it also means that during appraisals they are overly liberal in awarding 5’s.

This causes problems across the organisation because some managers are conducting appraisals objectively, using evidence to agree scores, whereas others are not.

The last Word

In the end, regular feedback has been proven to stimulate performance across the board. Don’t forget to keep a folder to back up your own or others achievements, keep to an agreed standard and encourage open communication.


The performance management course is a part of our range of organisational training London courses.