Without practice employees do not arbitrarily improve. Without practice we cannot observe skills and behaviors to reinforce. Without practice employees will not arbitrarily develop confidence. Without practice managers are allowing employees to practice for the first time in front of peers and customers. So what is a manager to do especially when time is limited? Here are five strategies we would encourage you to adopt when it comes to facilitating practice:
Leaving little notes on your employees’ desks, taking 30 seconds out of your day to let someone know something specific that they have done that you appreciate, or calling a meeting just to let your team know that what they do is appreciated are all ways that positivity can drive a positive and productive workplace atmosphere. So what happens when positivity is missing?
Feedback- It’s that word we dread hearing at work, right? Why do we feel this way about feedback, this immediate negative connotation with the word? Throughout our lives, we have received feedback, whether it was requested or simply bestowed upon us. So, with that logic, we should be used to it by now, even professionals at receiving it and giving it in the right way! The truth is, we still have a lot of baggage when it comes to the word “feedback”. We view it as mean spirited, useless, overwhelming, or some combination of those feelings. The important thing to remember is that feedback is ESSENTIAL to understanding our successes and areas of improvement, but it is all about how it is delivered and received.
We talk often about coaching employees and constantly helping to develop them into superstar top performers. However, as we have all experienced at one time or another, sometimes it’s not what you say, but how you say it. If not done in a friendly and open way, employees, or anyone for that matter, could become defensive and closed off.
As a manager and a coach, giving feedback is one of the most important parts of your job. Without it, your employees wouldn't know what to improve upon or what they are doing well. The purpose of feedback is for your employees to learn where their actions, behaviors, etc. are in relation to you or your company's desired expectation. Feedback given in the wrong way or at the wrong time can have little to no impact on an employees work or behavior. Here are 7 things to consider when giving feedback: