Do we really get that little positive feedback in our lives?

This was the question I was asking myself when I ran an exercise in a workshop yesterday.  In this exercise I asked participants to pair up and provide each other with 4-5 pieces of positive feedback.  Sounds simple right?

Well, let me tell you, the response was very interesting.

Now I know that positive feedback, a pat on the back, a public thank you, or a little card for a job well done does miracles for validating and motivating an employee.  I know this because it's my business to know this.  What amazes me is how few other people know this.  Or if they do know it, they don't do anything about it.  Crazy!  It costs nothing and has a genuine and positive impact on an employees committment and motivation.

Anyway, back to the workshop.  What I observed was very interesting.  Many, many people were initially uncomfortable with hearing positive feedback.  When asked everyone said that it felt 'nice'.  And yet, they were uncomfortable.  Two things popped into my head.  The first was that the Australian tall poppy syndrome was rearing it's head again - in that Australians don't  "talk other people up because it's not the done thing to do mate".   

The second was whether their level of discomfort was a symptom of the infrequent positive feedback they've recieved.  It's alien, unusal and therefore a little uncomfortable... even if it is pleasant.

Either way, my resolve was the same.  I urged this group to "pay it forward" don't wait till you need to disguise some constructive criticism with positive (but perhaps not very genuine) feedback.  Go out there and tell those you appreciate, love or work with what they mean to you.  Something about them that's special, valuable, admirable or inspirational.

I'm now actively promoting the power of positive feedback in the organisations I work with.  I'd love to hear your experiences. 

Go forth and spread the word you wonderful people.  :-)

 Sean

Why do staff leave?

It's the million dollar question for many organisations right now.  Employee turnover has been cited as one of the primary concerns facing organisations and business across all spectrums and industries.

The simple answer is because employees needs are no longer (or never were) being met.

In some cases the reasons this occured is beyond the employers control but in many cases it's not.  It's these occurances that organisations need to understand and resolve.

One of the biggest workforce shifts in the past 100 years has been the transition from the

"You're lucky to have a job" attitude of organisations to the "You're lucky to have me" attitude of employees.  Those business who are slow to adapt to this new reality will be left behind as the competition to attract, engage and retain staff heats up.  Based on population statistics such as birth rates, growth and aging profiles this situation is only going to place more pressure on organisations.

So, here's my question to you.  What are your employees needs?

 

Have you ever noticed that you get what you focus on? Typically this happens in the negative context. ie/ I don't want to run over that plastic bag, so you stare at it and invariably you run over it. Success is like that. What you focus on, whether it be negative or positive, will invariably come to fruition. What do you focus on? The negative or the positive?

Career planning is the process by which an individual contemplates a range of career drivers, such as ambition, balance, purpose, skills, qualifications, opportunity, stage of life etc. These elements are synthesised so as to produce an objective, typically in the 3 - 5 yr range, that will best meet the individuals varied needs in the current and projected employment marketplace. There are many different ways to approach career planning. For greater effectiveness and long term satisfaction it is best completed with an acute awareness of the individuals values, sense of purpose, and vision. That is, who they are, why they're here and where they're going with their life.