Growth Through Feedback – The Employees

Your employees can be your greatest asset.  Their performance can have a major impact on the bottom line whether it’s from doing their jobs or talking about your company within their circles.  This is why Zappos CEO, Tony Hsieh, says they pay employees $2000 to quit in an interview with Big Think.  Zappos does this because according to Tony:

“…we want to make sure that we get employees that are, really believe in the long-term vision of the company, want to be a part of that, and really believe that this is the company that is right for them from the culture perspective. And you know, we do occasionally have people who take that offer, and I actually think it’s a win-win for both sides.”

If your employees are not engaged in the company’s 360-feedback-squaremission and vision then they are just there to collect a paycheck.  So how do you get them engaged again?  You may not have the $2000 to pay an employee to leave, but you can figure out how to get them motivated again.  This concept of 360 degree feedback isn’t new, but I think many don’t understand it or are afraid of it.

I recently read an old Harvard Business Review article titled “The Young and the Clueless” by Kerry A. Bunker, Kathy E. Kram, and Sharon Ting from 2002 that really made this concept click for me. They discussed a deeper form of 360 degree feedback that widened the net to include a wider range of people that the subject interacts with and giving them an “…opportunity to read verbatim responses to open-ended questions. Such detailed and extensive feedback can help a person see (themself) more as others do…”  This not only helps the individual to really take a long hard look at their self, but can also aid in increasing their emotional intelligence.  They begin to understand how their actions/reactions have affected the people around them and can then begin to understand others on a more emotional level.

Getting truthful feedback can be a hard pill to swallow, but ultimately leads to personal growth in the end.   This type of growth is not only good for the individual, but for the company as a whole.  Communication channels become repaired and strengthened allowing coworkers to work better together and managers to become better leaders.  This translates into increased productivity, customer service, profits, and overall employee morale.

Develop your feedback plan today and start growing your company’s culture.  Your company will be better off for it. Thank you for reading this and remember to “Stop Doing the Mundane, and Start Getting Weird!”

 

(Image Credit)

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