An organization that was downsizing was in a dilemma as to whom amongst
their two managers would they terminate. Both had exceptional performance and
both seemed to be loved by their subordinates. The top executives of the
organization didn’t know whom they would give the pink slip.
Therefore, they decided to secretly conduct a survey among their
employees which manager would they prefer to stay. The workers voted to retain
the manager who always gives positive feedback as opposed to the manager who
only knows to give negative feedback.
Hearing or receiving feedback is important in an employee’s work life.
Why? For the simple reason that feedback also acts as motivator and demotivator
for employees. It’s no brainer that positive feedback motivates and negative
feedback seldom motivates but often downgrades employees’ motivation. It’s also
no brainer that employees always lean toward the side of managers/leaders who
give positive feedback more than negative feedback.
Negative feedback silently diminishes the manager/leader power to
motivate. While positive feedback loudly increases the manager/leader power to
motivate. However, the power of positive feedback is hardly being utilized by
managers/leaders. What they utilize more is negative feedback and the reason
behind is very simple: Mistakes are easily highlighted than accomplishments.
We are generally quick to spot the negative than the positive, we are
prone to be blindsided by the negative than the positive. Therefore, we have to
reverse this mindset of bias towards negativity to a mindset of positivity.
From now on we have to be quick to notice the positive than the negative. We
have to praise more than criticize we have to highlight the positive more than
the negative if we want to continuously have motivated employees.
Why? For the simple reason that your employees would love it very much
if they would hear it from their leaders/managers. It also makes giving
negative feedback a lot more easier when the need arises. – Marino J.
Dasmarinas
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