Happy workers are productive workers. Productive workers generate results. But how can we motivate staff to work hard and help organisations flourish and grow? Track Surveys highlights some of the ways we use communication and feedback to get your staff to be productive and work efficiently so you can maximise revenue.
This is not to say that feedback has to only be positive. In fact research suggest that a mixture of negative and positive feedback helps to motivate individuals towards change.
A recent study looked at whether people would rather hear positive feedback about their performance or suggestions of improvement. They asked 899 individuals from around the world and the data showed that people want corrective feedback even more than they want praise.
It also showed that the majority of those asked, preferred to receive negative feedback rather than give it.
In our experience many managers find giving meaningful feedback difficult. As leaders, they are asked to motivate each individual on their team and manage them accordingly. This can be challenging – especially as teams tend to be increasingly more global and dispersed and managers have their own workloads to consider.
This is where communication through 360 degree feedback software becomes invaluable as it begins the conversation and opens up channels for development and growth.
Generally positive feedback is a lot easier to complete, but we find that negative feedback can often be a greater motivation for change within the workplace. Praise and recognition are powerful motivators if they are given at the right time, but constructive negative feedback helps employees improve their jobs, grow their careers and achieve better business results.
The same study found that people of different generations feel differently about feedback. Overall it surmised that the older they were, the more feedback people wanted of both kinds. Baby boomers showed a much stronger preference for giving positive feedback and for receiving negative feedback than both generation X (avg age 42) and generation Y (avg age 28).
Although the general impression is that Millennials and generation Y are hungry and open to feedback, the research found that their preference is not as strong as the Boomer and Gen X group – perhaps this is simply because they have not had as much experience of being in the workplace.
Overall the study reveals at people believe constructive criticism is essential for career development.
In our experience, for feedback to help motivate your workforce most effectively, it needs to be tailored to each individual and delivered at the relevant time.