Let's have a look at the WHY, WHEN, and HOW feedback should be shared.
❓Why should feedback be provided?
- Feedback creates a positive microclimate and brings teams together. A simple “Thank you for your hard work” on a regular basis makes employees feel valued and their work – recognized;
- Improved company transparency, as through positive feedback and recognition we learn more about our peers and internal processes and we do so in near real-time;
- Environment that motivates people to do more and do better;
- Keeping track of positive feedback can also help you find talent or so-called silent heroes.
⏰When should feedback be provided?
- Providing feedback should become part of your daily routine;
- If the good work a peer has done has an immediate effect on your responsibilities, you can share positive feedback instantaneously with them via Peero App;
- The more often feedback is provided, the more employees will expect it and appreciate it, and, in return, they will be able to improve their work performance and engagement.
🤷♀️How to give feedback?
- Feedback needs to be personal and genuine – it should not be forced or done just to check a box. Share it when it truly feels necessary;
- Specific – be detailed when you share your gratitude;
- Frequent – share the feedback instantly. Even for menial tasks;
- Visible – everyone wants their peers and leaders to know about their accomplishments;
- Inclusive – all employees should have an open channel to share and receive feedback;
- Connected to purpose – when sharing feedback always consider if this praise is somehow connected to the company’s goals, vision, or culture;
- And if feedback in your company is already stable – bring it to another level by making the feedback value-driven.
