In the environment it’s important to have a consistent flow of feedback. Even if all the feedback you’re receiving is negative, you’re learning what NOT to do, which can help a lot! Some of the most common and helpful feedback include:
• Objective data and metrics
• Reports
• Peers
• Management
• Executive
• Flow of work day
• Newly evolved changes in the workplace
When we think of feedback in the workplace our minds typically focus on how it relates to performance management and the performance and development of employees. Most of us identify simply criticism as ineffective and see that only praise has an impact. However, a simple, “Well done,” will not do the trick. You need to be sincere and specific. More like, “Hey Timmy, I saw you got that checklist completely marked off in less than a week and all the results looked excellent. Thank you for taking on such a challenging task; I appreciate your dedication and timeliness.” THIS SOUNDS REAL. You want to be personal and sincere. Let the person know that you know their name and you do truly appreciate them and their work.
While criticism or negative feedback may not be effective when it comes to performance management it’s vital for the rest of the organization. This is because criticism is nothing more than a pain signal being picked up by the company. And legitimate pain signals tell us something is wrong- the ones that won’t go away, usually.
It’s times like these, when we start to notice things dropping or changing negatively that we require negative feedback. We ask each individual why they think things are changing. Chances are, there is a main 1-3 reasons things have changed. And by simply speaking with employees and supervisors the issues should be fixable.
Feedback can truly make or break your company. Annual or monthly reviews for employees are wonderful along with reviews on data, metrics, reports, peers, management, workplace flow and all the new stuff happening in the workplace. Look for feedback and run with the results.