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How should you provide personalized feedback to your employees?


Customized feedback

Everyone needs feedback in order to do their job effectively. What kind of feedback, and how often, that varies from person to person. Some managers think, if they keep on piling more feedback on their employees, then they would be successful at some point in time. But that is the wrong assumption. By following that approach, you might be unknowingly suffocating your folks, or giving them the impression that you are micro managing them.

As a manager, we need to tune in to the unique frequencies of each of the employee. Be observant, listen and remain alert for opportunities to give feedback, when they want/need it. One size doesn’t fit all. Base the frequency of your feedback on their tasks and responsibilities, their efficiency, their curiosity, and their working style.

Obviously, nothing will work out well in the first try. So, make sure to refine your approach regularly. Ask them for their feedback on your new process, and how it is working out for them. Make sure to ask very specific questions such as ….. Do you like to meet every week for our one-on-one session? Do we need to make this meeting shorter or longer? What kind of things would you like to discuss during this session? etc.

You should also make a note that every employee is different on how he/she consumes information. Thus, it would be a good idea to ask them about their preferred way of communication. Obviously, if your work is not getting done, then you can go to them directly to find your answers, after all you are their Boss. But if the work is getting done according your expectations, then you might want to give them some leeway on how you can provide them feedback. Some of the preferred methods would be …. e-mail, face-to-face conversation, a memo, or a telephone call.

No matter what kind of feedback mechanism you use, always make sure to note down your positive/negative feedback in a separate diary (or in OneNote/EverNote for you tech geeks out there). This approach will ensure that you can judge everyone fairly during your year-end review, and you don’t need to depend on only 2-3 month’s performance of your employees.

Do you have any other ideas through which you can provide personalized feedback to your employees?

Thanks – Bhavin Gandhi

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Posted by on September 19, 2013 in 21st Century, Leadership, Management

 

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How to keep your team motivated in the crunch time?


I am sure, as a manager, you must have encountered a situation where your team has been working very hard for past few months to get that next product out of the door. And due to this situation, everyone in your team feels under-appreciated and overworked. And you don’t know how to keep your team motivated. Does this sound familiar?……..Through this blog, I would try to give you some tips through which you can keep your employees motivated during this crunch time.

Provide feedback: As far as feeling under-appreciated goes, this has to be the #1 killer of team’s motivation. During the crunch time, our focus is so much on the end result that we forget to provide feedback to our team. Sometimes it is very crucial to provide constant feedback to your team on how they are doing. This behavior not only conveys the message that you care for your team, but it also gives you the opportunity to correct any mistakes in your current process.

Communicate purpose: The second biggest killer of self-motivation is negativity. When we set personal expectations at a level that are unattainable, we start to invent reasons for why we are not achieving our goals. We start thinking about past failures that have not gone our way and weak points in our character or at least in our working style. This causes us to come up with all the reasons that we can’t succeed. Hence, to keep your team motivated, you not only need to accept that the timeline given for the project was too aggressive, but you need to also provide them with the reason of ‘why we are doing, what we are doing’. This will provide your team with some background on why you are having these aggressive deadlines, and how it will impact the business, if you don’t meet those deadlines. Also, (if possible) you need to provide them with some blueprint of the plan, so that this doesn’t happen again.

Positive reinforcement: During these tough times, I would recommend you to remember old success stories, and recognize it for what it was. The power of this kind of positive reinforcement and positive feedback can’t be underestimated. Make sure that your team is getting the positive feedback from you that they need. Always make sure to restate your team’s and individual achievements during your team meetings and one-on-one meetings with your team members. This will encourage your team to keep going.

I hope these tips will help you to keep your team motivated in the crunch time. What would you do in this situation? How will you keep your team motivated?

Thanks. – Bhavin Gandhi.

 
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Posted by on August 19, 2012 in 21st Century, Leadership, Management

 

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