Did you know that professional feedback is one of the most important tools to motivate and increase the productivity of your company’s employees? And, more than that, creating a fair and consistent feedback routine can make all the difference for managers and entrepreneurs who want to keep their employees engaged and committed to the organization’s goals — and keep turnover under control, of course.
In practice, this type of feedback consists of an assessment that managers make about the performance of employees, based on an analysis of their activities, behavior and results achieved. It is an opportunity to guide and support the development of these people who, truth be told, spend most of their days at the corporation, helping them to identify their strengths and weaknesses. In this article, we’ll dive into feedback best practices and highlight the importance of performing this task based on real and accurate data. Come with us!
After all, why is professional feedback important?
Going straight to the point, we can understand that the professional feedback policy is important because it pushes the productivity of employees in the right direction. That is: when employees receive a positive evaluation of their performance, they feel valued and recognized for their work, which increases their self-esteem and confidence.
However, unlike what many managers still think, “negative” feedback also has a certain degree of potential to motivate teams. This is because, when any errors and weaknesses are identified, employees can work to improve knowing exactly what points to focus on, which helps to develop their skills and competencies.
Another important point is that this culture of providing constant feedback on team performance also contributes to improving communication between employees and the company. Take a good look: by receiving constructive feedback, your teams can have more clarity about the expectations of the company and its managers, facilitating the process – which is usually difficult – of aligning their activities with the organization’s objectives.
Understanding the best practices to recognize the good performance of your teams
Understanding that professional feedback affects employee productivity is an important step, but it is not the only one. This is because, more than simply implementing a performance appraisal policy, the manager must know how to do this efficiently and constructively. With that in mind, here are some topics that can help you organize this dynamic:
- Cut to the chase: When giving feedback, be specific about what the employee did well or what needs improvement. Here, giving examples and avoiding generalizations is a good way to go.
- Balance is key: It is important that feedback is fair and consistent, highlighting both the employee’s strengths and weaknesses. Avoid just pointing out mistakes and criticizing without offering solutions.
- Know how to identify the timing: Feedback should be given soon after the event, so that it is more effective and so that the employee can remember the situations more easily.
- No subliminal messages: The collaborator needs to understand what was said. Therefore, avoid technical and complicated terms, use clear and objective language.
- Courtesy above all: Feedback should be constructive, avoiding aggressive and excessive criticism. Remember that the focus of this policy is on employee development, not punishment.
And don’t forget to track the results in employee productivity!
By following these good practices that we indicated above, you will certainly be able to create a fairer and more constructive feedback routine. And the good news is that, generally, the results of implementing this culture appear quickly: with a motivated team, the productivity of employees increases, as they feel more motivated to develop their skills and achieve their goals.
But remember that, for your feedback to be honest and your results to be real, it is essential to have tools and solutions that contribute to the monitoring and quantification of results and individual and collective performances — and this is where the metrics enters the scene.
Well, you can’t expect these assessments to be really taken seriously if they aren’t based on solid and verifiable data, which allow for accurate and impartial analyses, right? And a good way to ensure the objectivity of performance reviews is by defining key performance indicators (KPIs).
These indicators are quantitative measures that allow evaluating the progress and productivity of employees in relation to a certain objective or goal. For example, if the company’s goal is to increase sales by 10% in the next quarter, the KPIs could be the number of sales made per employee, average sales ticket, average customer service time, among others.
Based on these metrics, it is possible to assess the performance of each employee objectively and impartially, taking into account only the results obtained. The same goes for another very famous methodology in the market, with OKR (Objectives and Key Results). In this model, the idea is to align the employees’ objectives with the company’s objectives, defining goals and key results that must be achieved in a certain period of time.
Despite not having such a popular name in the job market, the OKR methodology is widely used by technology companies, such as Google and Twitter, and has proven to be quite effective in promoting a more productive work environment, aligned with the company’s objectives. company.
This is where Novidá steps in to simplify the management of your teams
You can already see that the power of feedback should not be underestimated, right? This tool is essential to maintain employee motivation and productivity. But, as we have seen, for this feedback to be effective, it is fundamental that it be based on solid and verifiable data, which allow for an accurate and impartial analysis.
The good news is that, in this context, Novidá emerges as a powerful ally of the manager who wants to implement good professional recognition practices and does not give up working with solid, auditable and safe information. With a solution developed in the right measure for the reality of your company — and based on the Lean philosophy of operational productivity —, we help you to integrate data from different sectors and multiple teams on a single platform!
By measuring and constantly monitoring employee performance, Novidá allows managers to have a complete and detailed view of the performance of the Production, Sales, Relationship, Human Resources, Development, Technical Support and other strategic areas in which productivity is the keyword to generate good results!
Thus, you have all the necessary inputs to implement a healthy and accurate feedback culture, all based on fair and consistent evaluations. In addition, our solution has an interactive feedback and recognition system for the people who make up your team, improving your engagement and motivation naturally!
Talk to our experts, learn more about the benefits of our solution and find out how we can help you revolutionize the productivity of your operation without a headache!