Visto che ci siamo vediamo anche l’altro lato della medaglia.
Non bisogna mai sottovalutare il potere del feedback positivo. Siamo pronti a sottolineare gli errori commessi dai membri del nostro team, ma, a volte, ci dimentichiamo di riconoscerli quando fanno qualcosa di giusto. Dare un feedback positivo può essere un potente strumento per la motivazione dei dipendenti e del team di progetto. Ecco come utilizzarli nel modo più efficace:
1.Do it now. Positive feedback is too important to let slide. Say something right away.
2.Make it public. While negative feedback should be given privately, positive feedback should be given publicly. Do it in front of as large a group as appropriate.
3.Be specific. Don’t just say “Good job, Sally.” Instead say something like “Hakim, that new procedure you developed for routing service calls has really improved our customer satisfaction. Thanks for coming up with it.”
4.Make a big deal out of it. You don’t want to assemble the entire company every time you give positive feedback, but do as much ceremony as the action warrants.
5.Consider the receiver. It is important to consider the feeling of the person receiving the recognition. For a very shy person, thanking him in front of his workgroup is probably most appropriate. For another person, you might hang a banner, balloons, and streamers in the department area.
6.Do it often. Don’t wait for the big successes. Celebrate the small ones too.
7.Do it evenly. Big successes need big recognition; small successes need smaller recognition. If you throw a party for every small success, you diminish its effect for a big success.
8.Be sincere. Don’t praise someone for coming in on time. Don’t congratulate someone for just doing their job. People will see right through you. Really mean it when you give positive feedback.
Fonte: F.John Reh, http://management.about.com
Project Manager, PMP
Gorizia – Italy