The Feedback – Motivation Solution
The solutions to this motivation problem seem obvious enough: define performance expectations up front, provide positive and frequent feedback specific to those expectations, and avoid using emotionally charged, negative feedback. If the solutions are so obvious, why isn’t there more motivation to apply them? The excuses are often as apparent as the solutions.
We don’t have time, we have our own Mr. Spacelys who won’t let up on us, and out staff wouldn’t listen to us anyway. Sounds like a vicious cycle doesn’t it? That is why this four word quote is so powerful. It defines a systems constraint, and it indicates a personal choice requirement. Motivation will not occur without feedback. If we give out the wrong kind of feedback, we are likely to motivate people in the wrong direction.
On the other hand, there is promise in learning to give effective feedback. It will help us to motivate people in the proper manner. Daily, positive, consistent, and meaningful feedback from a leader is a powerful performance enhancing ‘drug.’
Explore Your Own Positive Feedback – Intrinsic Motivation Connection
The hardest part about learning to give better feedback is looking more closely at ourselves. We give people feedback whenever we are around them – whether we say anything to them or not. Our e-mails, text messages, video calls, message board postings, a passing glance, and not saying something when something should have been said, in addition to our spoken words, are all forms of feedback that we give to our people.
We give a lot of people feedback every day. However, do we give them the right feedback, in the right manner? Do we really motivate them to do what we want, and need, on a consistent basis? How high is your ‘desire to improve’ motivation level?
LEARN MORE: How Great are Your Work Systems?