To close this section on supporting the performance of each co-worker, let's take a look at techniques for giving feedback, pulling people back in line, and offering congratulations.
Your goal is to offer regular feedback, praise your co-worker, or pull them back in line.
Give Constructive Feedback
Feedback is a process of giving constructive suggestions for improving performance, reinforcing good behavior, and improving team morale.
The Main Benefits of Feedback
Feedback helps give meaning to a co-worker's actions by recognizing their work. It sets up dialogue in a climate of trust and honesty. And above all, it helps the co-worker improve based on their strengths and areas for improvement!
Giving feedback communicates constructive information that will help the co-worker enter a cycle of positive reinforcement.
Feedback isn't always about dealing with a problem. It is also about valuing performance, showing gratitude, and maintaining motivation in complex situations.
Key Factors for Successful Feedback
Be constructive. Feedback can be positive or negative - but it must always be constructive. The goal is to help the other person unlock their greatest potential.
Be specific about the actions you praise, including details, and explain how it makes you feel.Feedback is personal - be sure to deliver it without an audience.
Feedback should be a conversation, not a lecture. Let the other person speak and get them to express how they feel.
Give feedback quickly and tackle it close to the moment. Be ready to offer it as a positive gift, though! Don’t give negative feedback when you’re angry!
Aim to leave the feedback conversation on a positive note. In the case of negative feedback, it's best to focus on the positive consequences of the behavioral change.
The situation-behavior-impact model ensures that your feedback is clear, specific, professional, and caring (for both positive and negative feedback).
Step 1 - situation. Note when and where the behavior occurred.
Step 2 - describe the behavior itself.
Step 3 - explain how the behavior made you feel.
Let's consider an example.
“When we discussed strategies for growing our top five accounts in the team meeting this morning, you interrupted Stephanie when she outlined her idea. You said it wouldn’t work before she had a chance to finish. This disappointed me because I didn’t get to hear more from her. It also left me feeling intimidated about sharing my own ideas later.”
Let’s look at that a little more closely. This feedback is tackling a difficult situation - it’s clearly negative. But it is not judgmental or generalized. It doesn’t try to analyze why this person behaved like this. Compare it with a non-constructive approach:
“Everybody hates it when you interrupt people, and you did it again today. You always do this! Don't you respect your colleagues? You’ve got to stop doing this; it’s bullying!”
Which approach do you think is more likely to be listened to and considered?
You should use the same approach when offering positive feedback.
Good Managerial Habits
Choose the right moment to speak with the person concerned and don't act spontaneously.
Prepare your rationale in advance.
Listen to your co-worker to understand their position.
Congratulate to Motivate
Do you praise your co-workers? We all think about doing this but rarely do!
The majority of staff criticize managers for not recognizing them. Therefore, it is important to boost motivation as a manager by praising co-workers, recognizing their engagement, involvement, work quality, etc.
Successfully Congratulate Others
Praise all positive actions and not only exceptional ones.
For instance, a co-worker achieves a result for the first time, makes real progress regarding an existing situation, voluntarily helps with a project or colleague, etc.
Praise the action rather than the co-worker.
Make sure you link your praise to the action and the skill the co-worker implemented.
Praise the co-worker, not the group.
Praise leaves a more lasting impression when it is about a person. When praising teamwork, congratulate each member individually to recognize their involvement.
Good Managerial Habits
You must personalize praise to recognize the achievement. For example, mention the co-worker's role to show them you mean it.
Boost Motivation During Testing Times
Your co-workers will sometimes suffer a slump during projects where there is tension within the team.
Your goal: maintain team spirit
Maintain Motivation During Difficult Situations
Increase how often you have meetings with your co-workers (group, individual, formal or informal) and make your management more rhythmic.
Keep your co-workers action-focused and redefine their short-term goals as needed.
Turn difficult moments to your advantage by helping the team build stronger ties and become a force for collective innovation.
Good managerial habits when it is ONE of the co-workers...
Welcome them for a meeting.
Describe the facts that make you concerned that they lack motivation.
Ask your co-worker to express their thoughts and listen to them.
Avoid note taking during this meeting to make them feel more at ease and ensure you draw them out gently if they struggle to say what's on their mind
Suggest a solution to boost their motivation.
Close by thanking them and offering to check in during future "one-to-one" sessions.
Let's recap
Help your co-workers improve by regularly communicating constructive or positive points about their work to them.
Pull them back into line if necessary, using the DESC method
Describe the facts
Express how you feel
Specify paths to solutions
Close on a positive note
Personalize the congratulations or praise you offer team members
Strengthen your ties with the team by maintaining strong team spirit during difficult times
In the next chapter, you will be able to practice with a practical case and assess your knowledge through a quiz that concludes this section!
