Some
might say that everyone expects positive
feedback these days when it comes to positive performance. The positive
feedback provided at work happens during the normal course of the day. It can
become habitual and often provide with little meaning.
It’s on the fly managing
– when you see something positive, you say it. Oftentimes that positive
feedback loop becomes an entitlement. It’s expected…and it’s never given
proper consideration by either you or the recipient.
As a performance manager
there are a couple things to consider:
· Do you provide
positive feedback on the fly?
· Are you managing for
improvement and challenging those
that need to be challenged?
· Do you need to make
positive feedback more formal on
a periodic basis?
·
If you sense that there are concerns when you push for results, do you
need to take that managing to a more private place?
· Are you modifying your
coaching plan with the personality of the target in mind?
Positive feedback can quickly
become an entitlement if you do it on the fly. It is easier to manage and
challenge people if we do a better job of getting credit for all the positive
feedback that occurs.
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