When it comes to innovation, technology, and resilience in the digital environment we are currently living a real breakthrough. In a little over a year, we’ve experienced advances that, maybe, it would have taken us years to discover. Meanwhile, in this long distance race towards the enhancement of Employee Experience, new pain points have arisen, and it’s necessary to address them from a different perspective and labor paradigm. Employee Experience, key to developing a high efficiency and positive business in the long term, is one of those mantras used by many people but little understood by others.
After years of leading disconnected communication and HR actions, creating generic proposals, or coming up with segmented strategies, it’s the moment to tackle this issue and devise an all-encompassing strategy that puts the employee at the center, covering the employee needs with customized communication keeping in mind the global strategy.
The Power of Effective Positive Feedback
One of the strategies used by large and medium-sized companies is the so-called work environment survey that offers a big picture in which the employees identify the factors that no longer work in the teams and evaluate them negatively. It might be valuable information, but outside the context of not working with a solid EX strategy, it no longer works. One-way channels have had their day. It is time to foster methodologies that promote a direct, transparent, and assertive conversation so companies can have agency over the employees.
In this way, feedback and recognition to employees takes on a new dimension and moves away from the concept that has been stuck in management for a long time and fits into the “boss” persona. Companies with a high maturity in EX have leaders who manage, but also inspire, help, and drive their employees. That is to say that leaders walk along with their team members sharing their knowledge in favor of other peers’ growth.
Not surprisingly, these soft skills that assertive leaders apply are increasingly being taught in High Schools. In Spain, where negative feedback culture is a constant, leadership workshops are being applied in some High Schools, in which one of the exercises students receive a letter from their parents filled with positive values. Something easy to do but far from being done.
Looking for Constant Approval
Oprah Winfrey in her famous Harvard Commencement speech spotlighted one of the most important lessons of her professional career – looking for approval from others. When we cover this need, we build a relationship based on trust.
A case in point of approval in the work environment is the meaningful data offered by the IBM trends survey made in 26 countries and more than 19000 workers. The engagement level of employees who receive recognition is almost three times higher than the engagement level of those who do not. In the same survey, we can observe that the type of employees recognized by their managers and coworkers have a higher commitment with their company and the brain drain is lower.
Generally speaking, thanks to positive feedback, happiness grows at work. We have a direct impact in the projection of our brand and its results. Therefore, you could say that positive recognition, if applied correctly, strengthens business results, improves laboral satisfaction while retaining talent.
3 Essential Pillars to Achieve an Effective Feedback
- Empathy: As a leader, empathy is a key tool for managing situations successfully while creating opportunities, growth, and results. Managers can hold sway over employees with resilience and emotional support putting themselves in the employees’ shoes.
- Active listening: Managers often think they multitask, but it is overrated. If they want to understand every part of a conversation, it’s necessary to practice active listening. Do not interrupt, confirm with questions that you have understood the key messages, and keep your mind open without bias.
- Assertiveness: As leaders, it’s important to connect with your employees. Assertiveness is the capacity of communicating without generating conflict, that is to say without being aggressive or passive in the communication. Managers can look for the middle ground in which the objective is the understanding and the search for solutions.
Written by Mayka Rodríguez
Senior Project Manager at KingEclient