In our continued quest to promote and increase employee engagement as well as creating unparalleled staff retention, we cannot place enough emphasis on providing frequent positive employee feedback for a job well done. Not only will this help reinforce employee behavior but it will also give your employees a sense of accomplishment and recognition for a job well done.
Yeah – I get it, every business owner has heard it a million times – positive feedback to your employees…. Blah blah blah. But really, is this really so important when we have a million other things on our plates? Well, recent studies have found that 65% of employees want more feedback, preferably at least once per week. In addition, 69% of employees said they would work harder if they felt their efforts were better recognized. Wow, to think that a little pat on the back once in a while could actually inspire your employees to work harder for your business to increase your bottom line. That should be motivation enough!
While we are all busy and wear many hats within our businesses, we cannot forget to prioritize our most important hat: leadership of our organization. When, truly, have you given a sincere thank you for a job well done to each of your employees? Has it been a week? maybe a month? Maybe you can’t remember the last time. Don’t feel bad – all of us get into a rut with day-to-day operations and can easily forget to make the effort for our employees, but hopefully this is a reminder to get back on the horse and start being more cognizant of employee feedback and recognition.
To hold yourself accountable, I would encourage you to consider some type of tracking device. This could be as simple as listing the feedback you have given to employees in the “notes” app on your smartphone or for those who prefer their laptop to their smartphone, in a spreadsheet format. It may seem like overkill, but if your memory is anything like mine, you’ll be happy you wrote it down!
For leaders that have multiple managers reporting to them, an even bigger question may be “Are your managers doing a great job of providing positive feedback?” Are you sure? Take the time to mentor your leaders. Follow-up with specific asks regarding feedback they have provided for their teams.
There are several ways to go about recognizing your employees for stellar work, but the most important rule is your feedback needs to be timely. As in NOW. Don’t put it off. Don’t wait for a more convenient time for your schedule – it’s not about you, its about your employee who is doing amazing things (for your benefit).
In person, face-to-face recognition and thanks is best. Do your employees dread when they hear that the boss “wants to talk to you”, thinking this typically means they have done something wrong? Change that perception! Make the extra effort to meet personally with your team members for the sole purpose of giving positive feedback. Resist the temptation to parlay this meeting into a discussion of other aspects of their job.
A hand-written note: If it is impossible for an in-person thank you due to logistics or other complications, a hand-written note goes a long way. Email you suggest? Possibly…email is more immediate, so that’s a plus. Call me old fashioned, but I think there is a certain charm about breaking out the company cards and writing a genuine note of appreciation. Don’t have company cards? Well, after reading this post, consider getting some – order a box and start writing, you’ll thank me later.
Company Eblast or updates: Have a company-wide weekly update or newsletter that goes out via email? Include recognition and successes in it. One more chance to highlight a staff member who is making a difference. If possible – throw in a picture!
If we are honest with ourselves, I think we could all do a better job providing positive feedback to our team. There is no question, that employees like to feel appreciated and know that their hard work is helping the goals of your business. Let’s step up our game and make it a priority!
Source #1 – 5 Employee Feedback Stats That You Need to See (LinkedIn Business)
Source #2 – 65% of Employees Want More Feedback so Why Don’t They Get It? (Forbes)
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