Did you know that over 70% of employees under the age of 30 say that they would like to receive daily or weekly feedback? Only 43% of highly engaged employees actually get feedback once a week or more, though. Employees desperately want to improve their performance and receive recognition for their hard work, but they’re not getting it. Helping your workers will help your company. So, what can supervisors do to reach out more?
- Understand the importance of feedback. 69% of employees say they would work harder if they felt their efforts were better recognized. Giving proper feedback doesn’t just make a person feel good. It improves overall connection and engagement.
- Create conversation. Feedback should not be a speech to your workers about their accomplishments and failures. Make sure that they understand the expectations. Involve them in creating plans for improvement, whether for themselves or how they can help their co-workers in areas they have already mastered.
- Be specific. Clarity not only displays genuine appreciation but also helps employees understand areas for improvement without them having to guess.
- Offer feedback informally. 80% of Gen Y said they prefer on-the-spot recognition over formal reviews. Sitting down to discuss performance is important. Don’t let it be the only time that you recognize the good that is happening in your company, though.
- Follow up. It’s important to reach out days later about changes needed. Don’t just check in that they haven’t messed up again. Check that they have been utilizing the plans you two created. Ask if they need any further support from you.
- Accept feedback. Your willingness to accept feedback – even from your employees – acknowledges that you are not infallible. It also engages people to talk about the happenings of the floor/department/company (see #2). You will also be showing appropriate ways of accepting feedback from others. Lead by example!
Sources: Chris Brennan, Insperity; Maren Hogan, Red Branch Media; and O.C. Tanner
