Page 50 - Perfect Phrases for Motivating and Rewarding

Ongoing Developmental Feedback

The Motivational Mindset
■ Developmental feedback may not seem motivational on the
surface. However, specific, supportive developmental feedback
is. It tells each employee specifically what you want and why,
as well as how to become a stronger, more valued member of
the team.
■ Without developmental feedback, people think they’re doing
exactly what you expect of them when they’re not, and they’ll
continue on the same course, thinking they’re doing a good
job. They will be far less effective than they would be with a
little guidance.
■ Giving employees responsibility for determining the solutions
to their behavior problems motivates them to follow through.
By dictating a solution, you can add to the problem.
■ Never say always and never say never. Employees who are told
that they never answer the phone are likely to feel that any
time they did answer the phone was totally unappreciated.
They begin to wonder, “What’s the point?” rather than
continuing (or trying) to improve.
■ Don’t build up a war chest of “you dids.” Address problems
when you see them; after they’re resolved, let them go. Of
course, if the problem is part of a pattern, it may be important
to bring it up again and, in instances of serious breaches, take
corrective action. Keep a record of your feedback discussions
with all employees.
■ When giving developmental feedback, focus on behaviors,
not judgments. Negative or inflammatory feedback would be
“You’re uncooperative,” or “You’re not a team player.” Specific
developmental feedback is better: “When Richard was under
the gun and asked you for help in preparing his presentation,
you said it wasn’t your job. That behavior goes against the
strong team environment that benefits all of us.”

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