Why hands-on feedback is important

Polish managers have mastered managing by objectives and enforcing effectiveness. They still miss an important element: building genuine and long-lasting interpersonal relationships. These are what make some companies successful and others not. No one today disputes that a fulfilled and engaged employee is much more productive at work. We say goodbye to the work-life balance phenomenon in favour of happiness at work and wellness at work. What does this mean? That we are increasingly striving for ‘not going to the factory’ and not using a staff number, but feeling just as good at work as outside of it, having subjectivity and feeling important. Happiness at work is influenced by a sense of agency, importance and belonging to a community.

Appreciate companies with a mission

The set of needs in Maslow’s pyramid at work is also changing. Security is still very important, but looking at the level of unemployment we have and the fact that 80 per cent of Poles today are satisfied with their job, it is responsible to say that security is quite high today. Community, career and mission are gaining in importance. Employees want to feel good at work, to belong to a group where they are comfortable and enjoyable, and to develop and have a career. They appreciate working for companies that have a mission, speak loudly about it and are authentic in pursuing it.

Where is the place for instant feedback?

Feedback is the boss’s basic and cheapest tool. It is worth making it a daily reality for every leader, even the smallest team. What does it give the employee? Firstly: a sense of security. Everyone likes to know: what they are doing well, what they could improve, what the boss thinks of their work. When we maintain a 5:1 ratio (5 positive pieces of information and one about the area we want him to improve) we actually have a guarantee that the person will feel appreciated and his achievements, even the smallest ones, will be noticed. For this, the thing to be improved will be taken up with great probability. This will influence development, a sense of pride and satisfaction. It is important that feedback flows to the individual as quickly as possible and from the immediate boss or group leader. Recognition and reward given by a direct superior have a 300 per cent stronger effect on a person. I urge people to use this information at work. Feedback should be given quickly, it is not enough to summarise a month or a quarter. Younger and younger employees expect feedback right away, as do likes and hearts in private, on Facebook and Instagram.

Quick, specific and when there is a need

Regularity and consistency are two more principles worth learning in the life of a boss. You will ask when to do this? It’s not that you now have to organise frequent and regular meetings with your employees. Especially since it’s very difficult today: we often work from home, function in dispersed teams and see each other rarely in the office. In this process, rewarding out of hand, it is worth propping up technology. Since our employees live on their mobile phones, finish and start their day with them, are able to take leave on demand via SMS or messenger, you too, boss, can use this route to give feedback, the word “thank you” and a reward. Quickly, specifically, when needed, when you have a moment in a meeting or are already sitting in front of the TV. It is for such bosses, who want to create modern, dialogue-based relationships with their employees, that we have created Nais. It is a SaaS (Software as a Service) platform that helps reward employees, integrate teams and build positive excitement at work. In Nais, the boss can: * give rewards, * grant budgets to e.g. running groups in the company, * organise a team-building outing without dealing with invoices, * organise a competition for the sales department, * give employees the freedom to choose their benefits, * give employees quick feedback on their work. With these measures, the modern leader will have a happy, engaged and motivated team. And only such employees are what companies are fighting for today.

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