In ordinary life, people receive and provide information to each other every day, every minute. Thus, we learn the point of view of others about our behavior and convey our attitude towards them. This process takes place not only in a person’s personal life, but also in labor collectives.
In business, feedback is the exchange of observations and opinions on production processes. This information can be either positive or negative. The purpose of obtaining information about the work of the organization is to clarify the strengths and weaknesses of the team. Correctly transmitted positive feedback, together with motivation, can significantly increase employee productivity. It allows them to see their mistakes and correct them.
Feedback in business management is understood as messages from employees to the head and back. If an employee does not arouse interest in work, he will work at a maximum of 50% of his capabilities. Motivational management helps to cope with this problem. This is a way of managing an organization that relies on incentive as a way of managing.
Motivational management gives priority to the urge to act over tight administrative control. With the help of this approach, there is an awareness and choice of ways to restructure the influence of external impulses, adjustment of employees, coordination of common interests, values, norms. The basis for changes in the activities of workers is positive feedback.
There are many different models of incentives. Each leader himself builds his concept of motivational management, based on an understanding of the driving forces of the activities and behavior of employees. It is possible to increase labor productivity not only by increasing salaries, improving working conditions, but also by increasing people's self-esteem, their sense of competence, and satisfaction with the production process.
Positive feedback supports constructive teamwork. The ability to provide it is an acquired skill . It can be developed using the following methods:
- When evaluating the work of employees, do not reduce everything to criticism. Focus on ways to fix errors. Find strengths in people’s activities and use them when planning your future work.
- When giving feedback, focus on the needs of others.
- You must be prepared for a dialogue about work, open to communication. Listen carefully to the person you are talking to.
- Separate facts from personal opinions. If something is not clear to you, ask a question.
- Pay attention to behavior that can be easily changed, which has not yet become a habit for a person. It is difficult to change an entrenched manner of action, often this leads to disappointment and negatively affects labor productivity.
- Wait until the employee asks you to comment on his work. Positive feedback only works if people want to communicate together.