Recognition and feedback vital

WHEN you conduct a survey of staff to identify things they would like to see improved related to how they are managed, recognition and feedback always ranks high on their list. Here are some ways to improve recognition and feedback. How to praise Give your praise as soon as possible after the event. Make it personal – use the employee’s name. Be specific and objective about what you are praising. Explain why their performance is important to you, to themselves and to the company. Be positive and sincere in manner and tone of voice. Don’t give with one hand and take away with the other by asking for an even bigger and better effort next time. Make it short and sweet and don’t embarrass them. What to praise Give appropriate praise to employees for: outstanding performance; consistently good performance; standard performance when usual performance is below standard; improvement in performance following counselling; and right efforts even if the right results aren’t there just yet. Know what your people are doing so that you know when to praise. How to give constructive criticism Maintain self-esteem. Separate the aspect of their behaviour from them as a whole person. Focus on the behaviour rather than the person. Use a counselling approach. Do it in private. Do it as soon as possible after the event. Review one problem at a time. Give credit for what is being done right. Be specific and objective about what concerns you. Agree on the facts. Discuss the reasons. Look for solutions together. Agree on an action plan for both of you. Show your confidence in the employee. Leave the door open for further discussion. By Daniel Kehoe

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