![](https://nonprofitwa.org/wp-content/uploads/2022/11/icon-know-2x-rev01.png)
Summary...
- Workers deserve clear communications about job expectations and honest, timely feedback on their performance.
- Employers have a duty to protect workers from hazardous conditions, harassment, or other inappropriate behavior.
- Performance reviews provide an opportunity to celebrate worker strengths and accomplishments, improve performance, and set growth goals.
- Prioritize investments in worker training and development to help individuals and teams grow skills and knowledge that improve their ability to do their work well.
![](https://nonprofitwa.org/wp-content/uploads/2022/11/icon-reflect-2x-rev01.png)
Here are some questions to think about...
Capture your responses in a notebook or shared document with your team.
- What are your nonprofit’s policies and procedures for granting different types of worker leave?
- What is your work style? How does your work style help or hinder your ability to manage other workers
- Currently, how do workers at your nonprofit address and work through conflicts? Are there ways to better support workers who are navigating conflicts?
![](https://nonprofitwa.org/wp-content/uploads/2022/11/icon-grow-2x-rev01.png)
Next steps...
- Read Gallup’s article 8 Behaviors of the World’s Best Managers.
- Explore this Generative Coaching document and template for coaching a “willing participant” and an “unwilling participant.”
- Scan through the Harvard Implicit Association Test offerings. Choose 2-3 tests to take and schedule some uninterrupted time to take the test. Review your results and think about how your implicit biases may affect your management of workers.