Executive Coaching for the
Brightest and Best
Positive
Feedback: The Life Blood Of Your Employees
June 29, 2014
Most people in corporations that we’ve spoken
with, whether clients or not, bemoan the lack of feedback as to how they are
doing in their job.
“I’m not sure what’s expected of me.”
“I have no idea what’s involved to be eligible for promotion.”
“I wish I knew where I stand.”
“I’ve been in this position for 18 months and I’ve still never had a serious job review.”
“My manager always seems too busy to help me understand my career possibilities.”
Those are just a tiny sampling of the spirit-draining silence that seems to prevail in the workplace.
Oh sure, there are plenty of directives, deadlines, and meetings. But what about the heart-and-soul humanity of the folks who are involved?
The Emotional Glue of Feedback
Some time ago we were involved in an informal survey of high-performers who had chosen to leave a particular company.
The number one reason given:
“I never felt properly recognized for my contributions.”
Fact #1 - People need to know they are seen and valued.
Think about it. When you are doing a good job in a public setting (not just planting that new rose bush in the back yard for your personal pleasure) if you don’t receive feedback it can feel like you are in workplace Siberia. You’re invisible. And that feels horrible.
Fact #2 - People stay where they are seen and appreciated.
While the lure of more money and/or fancier titles can be seductive, the deeper soul-need for most people is to feel seen, needed, and appreciated. And that requires ongoing and meaningful feedback from management. Not just occasionally. Not just when there’s a big “win.” But routinely. In the same way a coach would encourage an Olympic contender for every improvement, the corporate manager needs to understand their role as just as important—especially to the super stars.
Fact #3 - Because receiving is difficult for most people...
So while ongoing and in depth feedback is essential to good working relationships with your team members, for it to be received and taken in as meaningful it needs to be highly personal, specific to the individual and the tasks they are responsible for, and timely so that it resonates with that person’s current focus.
Concerned About Too Much “Kumbaya”?
I understand if you’re worried that there will suddenly be an atmosphere of ‘60s feel good “Kumbaya” when you turn on the sprinklers of caring feedback, but I assure you that if you are professional and respectful you can only increase the ease and flow of excellence within your team members.
Now, what else might hold you back from being more generous with your attributions of recognition and gratitude for work well done?
For some, it will be familial. They grew up in a home that lacked acknowledgment for even great grades. For others, it might be their own heart ache about being ignored in their current role. Perhaps the concern could be role confusion, worry that their words of recognition will be construed as too personal and/or even out of line.
Yes, there are all sorts of reasons to remain reluctant with positive feedback, but please challenge yourself to become ever more generous with your employees who deserve it. The rewards in return will be countless.
And to that point, how has positive feedback spurred you forward in your career?
“I’m not sure what’s expected of me.”
“I have no idea what’s involved to be eligible for promotion.”
“I wish I knew where I stand.”
“I’ve been in this position for 18 months and I’ve still never had a serious job review.”
“My manager always seems too busy to help me understand my career possibilities.”
Those are just a tiny sampling of the spirit-draining silence that seems to prevail in the workplace.
Oh sure, there are plenty of directives, deadlines, and meetings. But what about the heart-and-soul humanity of the folks who are involved?
The Emotional Glue of Feedback
Some time ago we were involved in an informal survey of high-performers who had chosen to leave a particular company.
The number one reason given:
“I never felt properly recognized for my contributions.”
Fact #1 - People need to know they are seen and valued.
Think about it. When you are doing a good job in a public setting (not just planting that new rose bush in the back yard for your personal pleasure) if you don’t receive feedback it can feel like you are in workplace Siberia. You’re invisible. And that feels horrible.
Fact #2 - People stay where they are seen and appreciated.
While the lure of more money and/or fancier titles can be seductive, the deeper soul-need for most people is to feel seen, needed, and appreciated. And that requires ongoing and meaningful feedback from management. Not just occasionally. Not just when there’s a big “win.” But routinely. In the same way a coach would encourage an Olympic contender for every improvement, the corporate manager needs to understand their role as just as important—especially to the super stars.
Fact #3 - Because receiving is difficult for most people...
So while ongoing and in depth feedback is essential to good working relationships with your team members, for it to be received and taken in as meaningful it needs to be highly personal, specific to the individual and the tasks they are responsible for, and timely so that it resonates with that person’s current focus.
Concerned About Too Much “Kumbaya”?
I understand if you’re worried that there will suddenly be an atmosphere of ‘60s feel good “Kumbaya” when you turn on the sprinklers of caring feedback, but I assure you that if you are professional and respectful you can only increase the ease and flow of excellence within your team members.
Now, what else might hold you back from being more generous with your attributions of recognition and gratitude for work well done?
For some, it will be familial. They grew up in a home that lacked acknowledgment for even great grades. For others, it might be their own heart ache about being ignored in their current role. Perhaps the concern could be role confusion, worry that their words of recognition will be construed as too personal and/or even out of line.
Yes, there are all sorts of reasons to remain reluctant with positive feedback, but please challenge yourself to become ever more generous with your employees who deserve it. The rewards in return will be countless.
And to that point, how has positive feedback spurred you forward in your career?
Judith Sherven, PhD and her
husband Jim Sniechowski, PhD http://JudithandJim.com have developed a
penetrating perspective on people’s resistance to success, which they call The
Fear of Being Fabuloustm. Recognizing the power of unconscious programming to
always outweigh conscious desires, they assert that no one is ever failing—they
are always succeeding. The question is, at what? To learn about how this played
out in the life of Whitney Houston for example, and how it may be playing out
in your own life, check out their 6th book: http://WhatReally
KilledWhitneyHouston.com
Currently consultants on retainer to LinkedIn providing transformational executive coaching, leadership training and consulting as well as working with private clients around the world, they continually prove that when unconscious beliefs are brought to the surface, the barriers to greater success and leadership presence begin to fade away. You can learn about their core program “Overcoming the Fear of Being Fabulous” by going to http://OvercomingtheFearofBeingFabulous.com
Pesquisa, Divulgação:Miguel Moyses
Neto Se
gostou desta matéria , divulgue para seus amigos.
Currently consultants on retainer to LinkedIn providing transformational executive coaching, leadership training and consulting as well as working with private clients around the world, they continually prove that when unconscious beliefs are brought to the surface, the barriers to greater success and leadership presence begin to fade away. You can learn about their core program “Overcoming the Fear of Being Fabulous” by going to http://OvercomingtheFearofBeingFabulous.com
Pesquisa, Divulgação:
Visite nosso linkedin http://br.linkedin.com/pub/miguel-moyses-neto/28/971/9aa---Twitter: @mikenetIT onde VC poderá ver as principais
agencias de noticias e os links das empresas & nomes mais famosos do mundo!
ou simplesmente visite nosso blog :
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