Your employees didn’t get enough coaching or feedback!
Continuation of Part 1…
It should come as no surprise that your employees want to know how they’re doing – and they want to know it often. What are their strengths? Where can they improve? What do they need to do to eventually move up in your organization?
As it turns out, four out of ten employees report feeling actively disengaged when they get little or no feedback at work. On the flip side, companies that implement regular employee feedback have 14.9% lower turnover rates than companies that don’t.
Giving feedback at performance reviews every six months to a year isn’t enough. Look to the issue in this way: a basketball coach is telling his players at the beginning of the season that he’ll evaluate their performance after they play 30 games.
Tips for Fixing It
Employees that are highly engaged at work receive employee feedback at least once a week. This is especially true for younger employees who are looking for more guidance as they navigate their careers.
Nervous you’re going to offend your team members with constructive criticism. There are ways of you even being nervous expressing yourself and still be efficient. Try just for a moment to put yourself in your employee shoes, you wouldn’t like someone screaming and shouting on you, so don’t do it yourself.
Another way to engage your employees is to set specific job priorities and goals. Engage you mangers in setting up work priorities and goals for your employees, they would appreciate it more and they will strive to be better in what they do, as well you and your managers will be constructing a great bound with your entire team. Employees are much more productive and willing to give their maximum if someone from the management is helping them with their duties.
Having your goals clear makes them even easier to complete.
Continue Reading.
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