In ordinary life, people receive and provide information to each other every day, every minute. In this way, we learn the point of view of others about our behavior and convey our attitude towards them. This process takes place not only in a person's personal life, but also in work collectives.
In business, feedback is the exchange of observations and opinions about production processes. This information can be either positive or negative. The purpose of obtaining information about the work of the organization is to clarify the strengths and weaknesses of the team's activities. Correctly conveyed positive feedback, together with motivation, can significantly increase the productivity of employees. It allows them to see their mistakes and correct them.
Feedback in business management is understood as messages coming from employees to the manager and vice versa. If you do not arouse an employee's interest in work, he will work at a maximum of 50% of his capabilities. Motivational management helps to cope with this problem. It is a way of leading an organization that relies on incentives as a way to manage.
Motivational management prioritizes motivation toover tight administrative control. With the help of this approach, there is an awareness and choice of ways to restructure the influence of external impulses, adjust the activities of employees, harmonize common interests, values, norms. Positive feedback is at the heart of the change in the activities of employees.
There are many different incentive models. Each leader himself builds his own concept of motivational management, based on an understanding of the driving forces of the activities and behavior of employees. It is possible to increase labor productivity not only by increasing wages and improving working conditions, but also by increasing people's self-esteem, their sense of competence, and satisfaction with the production process.
Positive feedback supports constructive teamwork. The ability to provide it is an acquired skill. It can be developed through the following ways:
- When evaluating the work of employees, do not reduce everything to criticism. Focus on ways to fix bugs. Find strengths in people's activities and use them when planning his future work.
- When giving feedback, focus on the needs of others.
- You need to be ready for a dialogue about work, open to communication. Listen carefully to the interlocutor.
- Separate facts from personal opinion. If you don't understand something, ask a question.
- Pay attention to behavior that can be easilychange that has not yet become a habit for a person. Changing ingrained behaviors is difficult, often leads to frustration and negatively impacts productivity.
- Wait until the employee himself asks you to comment on his work. Positive feedback only works if people want to communicate together.
