Good Presents for Employees

good-presents-for-employees

Photo by Lina Trochez on Unsplash

Good Presents for Employees

Introduction

There are a lot of good presents for employees, but, IF you could give just one single present to each one of your direct reports—what present would it be?

I have a suggestion for you—a suggestion that will have a positive change on your employees’ behavior.

Yep—that’s right …

If you do it as I say, and you carefully follow my instructions—step-by-step—I guarantee you will see a positive impact on performance.

It’s free, it doesn’t cost you a cent, and it’s not complicated to do it.

However—it takes discipline, lots of discipline on your part. This is exactly why it is not easy to do it.

But it’s worth it.

I have talked about this before—several times.

But you need to hear it again.

You need to hear it again for the following three reasons …

  1. FIRST: This is one of the most effective leadership tools on earth
  2. SECOND: This leadership tool is one of the most underused tools
  3. THIRD: When this leadership tool is used, it is widely misused

This is why—if done correctly—this is one of the best presents you can give to your employees, to your organization, and to yourself—all year round.

All it takes is careful planning, lots of discipline—and perseverance on your part.

Good presents for employees 

Here it goes …

Commit yourself to provide “ongoing genuine positive feedback” to your direct reports.

That’s it.

However—for this leadership tool to have an impact on performance—please note the following three guidelines …

FIRST GUIDELINE

Your positive feedback must be “ongoing”

If you give positive feedback once in a while, yes, it will be nice and it will be welcomed. But your feedback won’t go any further.

Don’t wait for your employees to make a miracle happen to give them positive feedback.

Pick a KEY desired behavior, and every time you see it, praise it.

IF you do want to see a positive change on performance, give ongoing feedback.

SECOND GUIDELINE

Your positive feedback must be “genuine”

If you give positive feedback in automatic, it will actually backfire.

For positive feedback to increase desired behavior you must truly believe what you are saying.

You must really mean it, from your heart. You must be genuine.

Otherwise—as I said—it will backfire. 

THIRD GUIDELINE

Your positive feedback must be “specific”

If you say, “hey, you did a great job” – that is not specific at all.

To be specific, you must mention both: The actual behavior that you observed—and the impact of such behavior.

You must describe the behavior.

Voilà.

That’s it.

Commit yourself to provide “ongoing genuine positive feedback” to your direct reports.

Conclusion

If you get into the habit of providing ongoing genuine positive feedback to your direct reports—you will see an increase in desired behavior.

There are a lot of good presents for employees, but this is one of the best presents you can give to them—and simultaneously—to yourself, and to your organization; all year long. 

If you want to go a step much further and measurably increase your direct reports' performance, become the boss they want to work for, and improve employee engagement, get your FREE Personal Leadership Development Plan.

This Plan will teach all about feedback (both positive and constructive feedback), and two other equally foundational and powerful leader tools most managers don't use. Check it out here!