Estimated reading time: 3 minutes
Managers, you actually can empower your team for achievement and cultivate a motivated and engaged workforce. Follow along as we uncover five steps to constructing a productive work environment.
Employees need to hear feedback about their performance. This isn’t a generational thing. Specifically, individuals like getting well-thought out feedback, with an emphasis on the “well-thought out” part.
In terms of worker feedback, it will possibly be easy to fall into the trap of not giving enough positive feedback. You already know, the entire “No news is nice news.” thing. But “no news is nice news” isn’t a feedback program. Sure, organizations must give employees negative / corrective feedback when obligatory. Nevertheless, if the one time we call an worker is to deliver negative feedback, then they may avoid interacting with managers.
If there’s one thing that organizations could do to enhance the performance of their team, it might be to deal with giving effective positive feedback. Listed below are five steps that may also help:
- Deliver timely feedback. When an worker does something great, tell them. Don’t wait weeks or months. There’s a connection between positively reinforcing behavior and inspiring it to proceed. As an example, use a repeatedly scheduled one-on-one meeting to let an worker learn about their performance.
- Be specific. There are occasions when the ever present “Good job!” is suitable. Nevertheless, for real impact, feedback have to be specific. Telling an worker that “I actually appreciate getting your TPS report two days early. It helped me finalize my end of month reports.” conveys specifics that will likely be remembered.
- Give it value. Speaking of specifics, be certain that to attach positive performance to the worker or company’s goals. Worker engagement happens when an individual can connect their work to the bottom-line. So, it’s priceless to inform an worker their actions “helped close the deal” or “saved the department money”.
- Don’t fake it. Employees want real, authentic feedback. They’ll tell when it’s forced or insincere. Find your personal words to specific positive feedback to employees. Remember the more you deliver positive feedback, the simpler it is going to be.
- Use the fitting medium. Every worker has their preferred ways of being recognized for good performance. Some are okay with public displays, others, not a lot. When delivering positive feedback, use a medium that the worker is comfortable with. And for those who’re unsure, ask them. “Hey – I’d like to acknowledge the good work you probably did on the client proposal. Are you okay with me bringing it up at our next department meeting?”
Yet another thing…these feedback suggestions are usually not exclusive to managers. The identical principles apply with peer-to-peer feedback. Be timely and specific. Deliver it in an authentic way using the fitting medium. Organizations can use this as the inspiration for his or her internal feedback model. Positive feedback is a strong tool that employees need to hear.
Image captured by Sharlyn Lauby after speaking on the HR Technology Conference in Las Vegas, NV
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