Get there with practical training activities
Employee involvement directly affects the success of a company. Working employees are more likely to show loyalty to the company beyond their roles and contribute to innovative ideas. A recent Gallup survey found that companies with a very enthusiastic workforce are competitors (18% more revenue per employee), better productivity (17%), more profitable (21%); It was found to outweigh the low absentee (42%) and slowing (24%). ).
However, Gallup’s global workplace condition found that 62% of employees worldwide are not engaged in the workplace [1]. If Gallup results are accurate, it means your company has a great opportunity to reduce sales and increase productivity and revenue by attracting employees.
Freedom is caused by factors such as: Lack of feedback from managers [2];Low of clarity in goals [3]; or managers who don’t push their team to use their strengths [4]. One of the most effective and proven antidotes to this employee’s mal lazy is better feedback and recognition [5]. If done correctly, feedback not only helps employees grow, but also creates a key driver for a culture of trust and growth: engagement.
Why is feedback important?
Feedback is one of the most powerful tools to improve employee engagement. It uses direct personal communication lines between managers and employees to help you understand performance, identify areas for improvement, and clarify expectations. When employees receive meaningful and constructive feedback, they know that they are valued and supported, which increases their role and commitment to the organization. For feedback to have this positive impact, it must be more than an occasional performance review. Continuous, concrete and practical feedback is something that truly drives engagement, especially when it is personal and direct, says Kim Scott with radical candidity.
Employee engagement and feedback: Behavioral change
Improved feedback skills are more than just implementing new processes and tools. In particular, it requires behavioral changes from leaders and managers who are not yet satisfied with personal and direct feedback. James clearly shows that atomic habits, the power of Charles Duhigg’s habits, and many others require time, effort and repetition to develop new habits and actions.
Just as feedback needs to be ongoing to drive change, so does training teaching how to give better feedback. Formal in-stool training (10% of learning) must be complemented by continuous coaching (20%) and learning to promote behavioral change among leaders. All learning happens. A new culture of feedback and awareness develops only when leaders and managers change their behavior.
How practical activities can help improve feedback and engagement?
Currently, companies that drive change focus on developing feedback skills and habits through real-world practices. On-site activities prove to be an effective way to develop an open feedback culture. It is also a less confusing way for employees to learn. Rather than taking employees out of work for learning, field activities allow them to solidify their skills through real-world practices within the workflow.
When people want to take shape, they hire personal trainers. why? Because most people need ongoing coaching and mentoring to develop and strengthen new skills over time. When you exercise, coaching and feedback occurs. It’s concrete, bite-sized and can be applied immediately: “Open your hands on the bar. Tighten your elbows. Straighten your back. Breathe!”
Embedding feedback training into the workflow solidifies behavioral changes where learning occurs and where it can be practiced immediately. Training activities attempt to “When you provide feedback to your colleagues this week, ask them to repeat it and repeat it, and they certainly understand.” Listening to immediate feedback on how well you communicated is how people learn. Practice is a way to change your behavior. Then cultural change can begin. There, open feedback is expected and employees are drawn to deeper engagement in the work.
Conclusion
Feedback is a key driver of employee engagement. However, for feedback to be truly effective, businesses need to prioritize change in behavior between managers and employees. Through targeted, field activities, organizations can create an open culture of feedback, leading to improved employee engagement and, consequently, improved business outcomes.
On-site activity training using initiatives focused on developing feedback and cognitive behaviors is where this all begins. If you’re interested in reshaping employee engagement by creating a culture of feedback and awareness, I want to talk about how we can help.
References:
[1] World workplace status
[2] Why feedback helps your team achieve results
[3] How to attract freed employees
[4] The real reason your team isn’t involved
[5] The impact of motivation on employee engagement in the public sector: the case of the North Wolozone
