Feedback A Winning Tactic

Newcastle Herald

Monday November 21, 2005

Ian Mallett Small Business

A RECENT survey by Australian job website SEEK of more than 7100 workers found that 56 per cent of the employees surveyed were dissatisfied with their jobs.

Seventy-one per cent of respondents felt that management was unresponsive to feedback, 69 per cent said their employers did not provide feedback regularly and 48 per cent felt their bosses did not listen to staff.

If you are a company owner or leader, what do you think your team's response would be if they were asked about the amount of feedback they received?

Imagine watching the Knights play rugby league if they did know all the rules or how to score.

They wouldn't know what to do, how to improve or how to win the game.

How frustrated would they feel? Many employees feel the same.

How do you improve feedback? First, take the time to sit down with your team and explain clearly what you want to achieve and their role in that process.

Provide clear expectations through job descriptions and performance standards.

Help your staff set goals that are achievable but that stretch them.

Set up an annual staff appraisal process, including feedback on how they went with their goals.

Please note that the results of appraisals should never be a surprise to an employee, as you should provide monthly feedback on their progress.

A training plan can be included if managers or team members identify skills that need to be developed.

The Knights don't just turn up each weekend and play.

They learn and practise skills daily. So should your team if you want great results.

A few minutes each day can make a difference.

Regular feedback, both praise and constructive criticism, is required.

Try to catch your staff doing something right, and take the time to tell them. Bosses often focus on negatives because they are busy.

When reprimanding, it's important to do so in private and to focus on the behaviour, not the person.

Tell them specifically what they did wrong and let them know how that made you feel.

Then remind them how you value them as a team member and that their action disappointed you, not them.

This can usually be done in a couple of minutes. When it'sover, don't keep dragging it up.

If you would like to try to win a job description, appraisal form and training plan pack, email info@aimbusinesssolutions.com by November 23 telling in 25 words or fewer why you need it.

Staff can be your biggest cost or your biggest asset.

How you lead and manage your team with feedback will determine which it will be.

Ian Mallett is a business growth specialist and coach.

For free tips visit www.aimbusinesssolutions.com or phone 4942 6624.