Eat the Frog and Stay Productive!
Eat the Frog and Stay Productive!
Do You Give Good Feedback?
I don’t mean good as in positive. I mean do you know how to give feedback effectively?
Giving feedback to employees is an art. There are some rules to follow to make sure that you’re doing it well.
First off, make sure it’s timely. Think of dog training. If a dog poops you need to let it know immediately that it was bad, not 3 hours later. I’m not saying that your employees are pooping dogs, but, well, this metaphor is getting away from me. But I think you get the point. Don’t wait 4 months to tell your team they’re doing well or that they need improvements in certain areas. (or else they’ll just keep pooping on that carpet…)
Be calm, and stick to the facts. Is it feedback if you’re shouting and throwing a report that your team member did incorrectly? Or is that just anger and rage? I don’t think anyone is going to listen well to whatever constructive criticism you may be offering in a wild scream. Also, if you pepper the “criticism” with epithets like “You freaking moron”, the new behavior you want to see is unlikely to stick. So stay calm, and stay focused on the facts.
Since you’re now having a nice calm conversation, take a moment to ask the other person what they think. You may get some interesting information from them, and they may well in line with what you were going to tell them. Getting their buy-in on the required changes should make it go a little easier.
Need more help? Check out C4CM’s upcoming audio conference, Delivering Highly Effective Feedback: Tips, Techniques, and Best Practice Strategies to Communicate More Effectively, coming up on April 16 at 2:00 PM ET.
The research included more than 400 participants, and they found that employees grow increasingly more dissatisfied, and worse, can result in their leaving the company.
“Nearly 60 percent of workers in the OfficeTeam study said they stayed on the job, despite having a nasty boss. Only 11 percent quit immediately, without another job lined up. Another 27 percent planned their escape, finding another job first and then leaving.”
This month, a new campaign called “Take Back Your Lunch” was initiated by The Energy Project, encouraging employers to minimize worker burnout in their organizations.
Many employees who tend to work at their desks at lunchtime would argue that doing so increases their productivity and shows a high level of commitment to their employers.
However, what is concerning for HR and management professionals is that this work culture could be damaging other areas:
“We want you to do anything that helps you relax or recharge — walk, take a yoga class, have a picnic lunch in the park,” says Emily Pines, the Take Back Your Lunch co-founder. “The main thing is you walk away, get out of the office, disengage from work.”
“The number one issue for executives is that they have to have more trust in the people they work with,” says Ellie Maggio, managing director of Emend Management Consultants in Toronto. Less micro-managing gives employees a greater sense of ownership over their work.
Other helpful tools and techniques:
The high-walled cubicles of yesterday’s workplace are fading away. American offices are getting smaller, especially with employees who are on the road, who telecommute, or split their time evenly between your office and their home office.
Employers are beginning to note the value of comfortable work spaces, where coworkers sit closer to one another and have more eye contact than in cubicles, making for a more collegiate atmosphere.
It was during the recession when several companies had downsized their office spaces, even if it left a significant amount of empty space they still owned or leased. The upside? The money they saved enabled them to invest in future company growth.
While some employers have moved from cubicles to shared work spaces with low or no walls, there are many others who are getting more progressive.