30 Sep Support & Wellbeing In The Workplace
In an ideal world, every employee would love to receive regular feedback on their working ability. Whether it be in a formal review on how you find your role, your working conditions and the results you are bringing in for the company; or whether it is just a general pat on the back and verbal praise to inspire you to keep going! No matter which form it comes, it is always appreciated.
After all, we all need a little bit of constructive criticism in order to develop, learn and grow. And to drive a company forward. But constructive is the key operative word here. If you go in all guns blazing, tearing down an idea or a person for their efforts – then of course you are going to receive a negative reception, which could build into a negative workplace environment. So there is a way of creating constructive criticism, that informs an employee of where they may be going wrong, but in a tone that shows you have faith and belief in them to work on it and correct it. So today, Vibrant Thinking bring you this blog post to share our top tips on what constructive criticism is, how you can give it and what to avoid, in order to operate a happy workplace for your team to enjoy and feel proud of!
Why Is Feedback Important?
Feedback serves as an opportunity for a person to learn and grow – they can find out their strengths, and work on their weaknesses in order to withhold being a valuable member of your team. Regular feedback also has the power to instill motivation and drive into a workforce too, once they know what their USP is and what they bring to the table, their confidence will build up over time.
How To Steer Away From Bad Feedback
Bad feedback usually comes in the form of knocking a person down for their efforts, and refusing to nice their strengths and achievements. Yes it is important to give feedback, and constructive feedback to let someone know that they may need to stop doing something or alter their approach, but if you only insist on highlighting their downsides, then they will begin to feel under appreciated and not good enough. Therefore hindering their performance. Not to mention that bad feedback can have the power to dismiss staff and be part of play to a company having a large turnover in staff. In a recent survey, it was reported that 53% expressed that they would stay with a company longer if their boss expressed more appreciation.
Bad feedback usually comes in the form of:
– Only dishing out negative feedback on an employee’s weaknesses.
– Delivering the feedback in the fact of an opinion, rather than your personal perspective.
– The words you use.
For example, if someone has not delivered the results of a project on time to reach a deadline, or they are not pulling their weight around the office, rather than saying to the person ‘I get the feeling that’ or ‘I hear you haven’t done X, Y and Z’ instead, rephrase it to ‘In my opinion, I believe…’ or ‘This is what I have witnessed…’. And always ask for their opinion on your point of view, giving them an opportunity to validate their actions, or lack of, and to justify themselves.
See how a slight restructure on the way you word something, and the tone of your voice, can influence which way the discussion will lead.
Learning About Good Feedback
The power of good feedback should never, ever be underestimated. When feedback is given on a regular basis, in the correct form, an employee can go from feeling good to great. It can give them an insight into how their boss perceives them, how their colleagues look upon them, and how they make a client feel when they deliver successful results on time. It will open an individual up to wanting to keep striving to be even better, opening their horizons for independent development and training, and fill their confidence levels. In a recent survey, it was reported that 81% of employees say that they are motivated to work harder when their boss expresses appreciation for them. So for a boss, that means that it makes your workplace a happy and productive place to be from Monday to Friday! Hooray!!!
Good feedback comes in the form of:
– Identifying someone’s strengths
– Identifying their Unique Selling Point – what they bring to the table
– Recognise their achievements and appreciate their ideas (no matter how big nor small)
– Listening to their feedback, on YOUR feedback
– Listening to how an employee genuinely feels in the working environment
– Tailoring their role around their strengths and passion
See how much more productive you can be when you hand out the correct form of feedback?! And how many obstacles you can bulldoze down?
How Can I Practice Good Constructive Feedback?
Practising and preparing truly GOOD constructive feedback is easily done. For example:
– Prepare. Never go into a review, or approach an employee having not planned exactly what you are going to say, with valid points and evidence to back up your point. This could fall on deaf ears, look unprofessional and provoke the wrong response. Prepare notes before hand, have factual evidence to support if needed, and have a resolution at hand for each point, so that it shows you have faith in them turning it around and learning from a mistake.
– Be Present. Make sure you are 150% present in the conversation. You set aside an allocated time frame to sit down and have the conversation, and you listen to what your employee responds with. If you are checking your phone, replying to emails or switching between tasks while you give out feedback, it can look passive and un-important.
– Ask For A Second Opinion. If you are a Managing Director or Supervisor of a team, and you think the time has come to sit down and have a conversation about an employee’s work ethic or issues around their role, then maybe get a second opinion of a colleague who is your second in command to make sure it’s not just a jilted perspective that you have noticed, and that other people pick up on the little errors also, to avoid it looking like a personal attack.
Encourage Wellness Days
Freeing up an afternoon here and there in the workplace diary can perform wonders on your team. Encouraging team bonding, getting to know senior and junior members on a personal level outside of the office and broadening your horizons are just a few factors that celebrating a wellness day can bring.
Here are a handful of Wellness Awareness Days that your team could incorporate into your work or social calendars for the year ahead:
– Go Sober For October – Go booze-free for 31 days, and discuss through regular check-in’s how it improves your health, fitness and sleep routine and discuss any challenges, before working out a doable solution as a team.
– National Work Life Week – On the 7th October, this annual Wellness day in the calendar provides employees with a chance to showcase how they provide a work-life-balance.
– World Mental Health Day – On the 10th October every year, The World Health Organisation recognises World Mental Health Day. This can provide your workplace with an open chance to share any concerns or issues they may have, in addition to opening the conversation of what everyone can do to help others more and brighten the workplace mood.
How Vibrant Thinking Can Help
Here at Vibrant Thinking, we are your number one go-to company for Wellbeing Days and Team Building Sessions. Our USP is that we come to you. All we require is a free table, and a morning or afternoon of your time to allow you to mentally escape the working environment! We practice Pottery Painting exercises to visually draw out how each member of the team feels, how they approach situations and overcome long-standing obstacles standing in the way of a company succeeding and growing. To get in touch with our team to discuss more about what we do, or enquire about booking a session, simply give us a call on 07788 779 711 or email us at firstname.lastname@example.org.