Your Employees Are Waiting For Your Feedback

“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears.”

-Simon Sinek

 

We were in a local community theatre that seated perhaps 75-100 people tops – clearly not a classy, glamorous venue although the performers were without doubt a class act.  They staged a cabaret act based on the songs of Stephen Sondheim.  It was a perfectly crafted production that not only entertained and delighted the audience but, as we could plainly see, this team of artists delighted each other as well. As we sat there applauding their efforts and watching their enthusiastic reaction,  it was clear that these people were not in it for the money.  For all the time and energy they put into the staging, rehearsals, set up, performance, and breakdown, they probably earned little more than minimum wage.  But it didn’t matter.  They loved their art, they loved their songs, and obviously had one great advantage over those of us who devote our energies into long term projects and goals that only sometimes receive mention – instant feedback! Recognition. Satisfaction in knowing that they brought meaning to others.  Appreciation for a job well done.

 

Most of us have learned that money just doesn’t buy happiness. Oh, it may get us a bigger sandbox, but it doesn’t take care of  inner needs. I’m sure all of us can remember times when we did something for someone else with or without expectation of anything more, but the acknowledgement of our effort and their thanks was worth more to us than any financial return.

 

Yet, it’s difficult for business owners to translate that to the workplace. In fact, I read that a full 95% of them still believe that the best way to buy loyalty and to motivate employees is to give them more money.  Consequently, they just don’t ‘get it’, when their solution fails, and workers leave to take other jobs – some for even less pay. It’s no surprise that studies show that when it comes to workplace satisfaction, money comes in at the bottom of the totem pole.

 

Yes, a good paycheck is nice to have, but it holds relatively little value when it comes to demonstrating to the employee your appreciation of his worth. That’s especially the case when his efforts in your behalf go unnoticed.

 

Gallup reports that on a global scale, employees consistently express their dissatisfaction with the feedback and recognition they get from their employers. It’s supports other studies that have shown that the primary reason employees  quit their jobs is lack of appreciation.  Other studies have demonstrated that 79% quit their jobs because they feel unappreciated; 81% of employees seldom if ever received praise publicly; 76% seldom received a written thank you, and 58% never received even verbal thanks.

 

What do employees say they really want? Here are some things that invariably are at the top of their wishlists:

 

  1. They want to achieve a sense of purpose.
  2. They want to know their work is important and valued
  3. They want to do work that’s meaningful
  4. They want to feel that they contribute to a greater goal/cause
  5. They want to be appreciated and recognized for their contribution
  6. They want a sense of belonging and empowerment
  7. They want to be treated fairly
  8. They want respect and want to work for a leader they can respect
  9. They want a degree of autonomy and do not want to be micromanaged

 

You don’t need to wait for annual reviews to give your employees the feedback they need to surpass expectations:

 

  • Be spontaneous.  If you see someone doing something well, tell him. There’s no time like the present to say a kind word.
  • Say thank you, and mean it sincerely.
  • Offer support when it’s needed – even if it’s just an ear.
  • Don’t mix commendation and criticism in the same encounter.  It waters down your praise. Save the criticism and suggestions for a different conversation.
  • Make it personal.  It will encourage others to up their game too.
  • If you’re a manager, a note to the boss whether hand-written or emailed with a ‘cc’ to the employee can be quite meaningful.

 

It all comes down to human values and relationships. A little feedback earns interest many times over.  That’s priceless.

 

“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”

– Simon Sinek