Yolofsky Law - June 2019

THE HERO I N S I DE R

www. yol of sky l aw. com (305) 702-8250 JUNE 2019

FROM THE

Yolofsky Office

Here we are at the midpoint of 2019. My grandmother used to say that time moved faster as she got older. It seems like yesterday that we ushered in the new year. With summer plans upon us, how do you make the most of the time? For us, we continue to work on our core skills and knowledge. We look for new ways to wow clients and colleagues with wisdom gained from our summer reading programs. If we find innovation, you can be sure you’ll hear about it here or on our blog. Summer is also a great opportunity to seek out new experiences. For those of us packing our kids off to camp, we look forward to their stories about the new things they did and people they met. While they’re gone, what about going to that cooking class one evening? For many people, summers are one of the most nostalgic periods of their lives. What memories will you make?We’d love to hear your stories.

“When we make progress and get better at something, it is inherently motivating. In order for people to make progress, they have to get feedback and information on how they’re doing.” –Daniel H. Pink Every business owner knows that providing feedback to their employees is an essential part of their operations, and every one of them reading this article most likely holds annual or semiannual performance reviews to talk about employee performance. But are these reviews really substantive discussions that provide team members with actionable information so they can grow and develop, or are they just formalities in which you run through a list of standard questions and metrics? Are they the only real discussions based on feedback that team members receive? Regardless of your answers to these questions, the fact of the matter is that most business owners and managers could do a much better job providing regular, relevant critique to their staff. A Foundation IQ survey asked more than 30,000 employees to respond to the statement “I know whether my performance is where it should be.”Only 29 percent answered, “always,” 14 percent said, “frequently,” 21 percent said, “occasionally,” 15 percent said, “rarely,” and 21 percent said, “never.”That adds up to more than half of the workforce not knowing if they’re doing a good job most of the time. It’s up to business owners and leadership teams to correct these alarming numbers. If your feedback is deficient, follow these tips for better methods of reinforcing positive behaviors and reversing negative ones. FEEDBACK THAT FEEDS EMPLOYEE GROWTH How to Provide Guidance and Praise in a WayThat Resonates

-AJ Yolofsky

FEEDBACK SHOULD BE CONSTANT

The first thing you can do to improve your feedback system is tomake it an ever-present initiative. If you let an employee make a mistake without correcting it, youmay think you’re giving them the benefit of the doubt. But what happens if they make the same mistake again, or a third time?

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