The key to motivation most managers get wrong

One of the key questions asked on any management training course is ‘how do I motivate my staff? All too often managers feel that the only way to motivate staff is through money, nothing can be further from the truth. Using effective feedback skills will definitely help to motivate your staff and it costs nothing only learning good management practices and skills. From various management training courses I have found that the most powerful form of feedback is when it is given immediately. I always think of the ‘wait till your father gets home syndrome' it is pointless chastising a child a week after the event. Feedback should be immediate or at least as soon as possible Privacy is another thing to remember. Feedback to correct a problem should be done in private. You do not want to embarrass any staff member in front of their peers. I know this sounds so obvious but once again many Managers will use this as a tactic to scare other staff members. You should never use feedback to one staff member as a way to scare others. A tactic that we continue to use on management training courses is to be specific. It is vital, the whole purpose of giving feedback is to ensure that the person can learn from it and do something about it. Recently some one offered feedback on a colleague’s presentation. The feedback was 'well I thought you looked nervous' when the colleague questioned why they felt he looked nervous the other person had no response. That is not feedback that is just a comment that will not help the individual in any shape or form. Support is critical, if you provide feedback to try and correct a problem, show that you are confident in the staff member ability to correct the problem next time. Help them and coach them as to how to improve Words are important so be careful. Receiving feedback can be scary and intimidating for a staff member or, it can be motivating. Until you know how each member of your staff responds to feedback, choose your words carefully. Ask questions. Ask the staff member specific questions that will help you to understand their performance ability. For example, Stan, I have noticed that the duration of your calls has increased by over 20%. What is it that you have been doing differently? All too often we see managers who have yet to master the skills of questioning and listening Differing personalities. Odds are there are going to be staff whose personalities do not click. Unless it is disruptive to the staff, you should not give feedback on personality, just on job performance. Finally be positive and try to end on a positive note, feedback should be like a McDonalds beef burger and the roll should be the positives whilst the hamburger should be the negative. Through management training courses its clear that more and more Managers are getting better at delivering feedback, but we all still have a long way to go to get it right every time. Believe me it s worth getting it right and it adds no extra cost to your payroll