Do Your People Know What They Are Doing Right
Do Your People Know What They Are Doing Right

We haven’t seen many pep talks happening in the organization, other than in motivational meetings. But we have often seen managers telling employees what they are doing wrong. 

Yes, that is definitely a manager’s primary job- to change people’s behaviors. Molding the employees as per the requirement of the organization is one of the most important duties of a manager.

But what I think is, it would be a lot more effective if a manager focuses on answering these 3 questions every single time they are having a conversation with their subordinates;

When should we tell that they are doing something wrong?

How do we tell them what they are doing wrong?

And, what else should we tell them?

The unseasoned manager often focuses only on the first question- when to tell them they are doing something wrong. Someone who is a little more experienced in managing their employees might consider the second question too. 

But the best manager consistently considers all three points properly.

Positive feedbacks first, corrective feedbacks later

Employee feedback is very powerful if given properly. Giving specific and empathetic feedback helps in building trust between the employees and the manager. 

It would be better if you could provide a set of positive feedbacks first before commenting on the things they have not been doing right. A critical point that is well documented is that unless people receive between 5 and 10 positive points of corrective feedback for every piece of corrective feedback, they are far likely to even consider changing their behavior. 

Emphasize the areas they are doing well rather than always focusing on the problem area.

The way you tell them matters!

Having really effective conversation with your employees is an act that managers need to master. Behaviors cannot be changed at gunpoint. Employees should understand that changing a particular behavior is a need of the hour. He must realize that any good change would not only help the organization but would also help him advance in his career.

So, while giving feedback, managers should use phrases that focus on behavior. It is the most effective way to give both positive and corrective feedback. For eg, telling an employee- “When you come for work late, it disrupts the morning setup routine for the whole team. Can you work on that?” is very effective at focussing on the behavior, not the person. It looks positive too.

Your employees will definitely succumb to the lure of positive feedback, which will not only empower them but also keep them happy and motivated. Happy employees mean happy managers. Happy managers mean GROWTH.

Time for feedback? There are things you need to know!

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