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Research shows that delivering effective feedback increases an employee's productivity, confidence in doing the job and future potential contributions to the success of the company. Most employees feel that they don't get enough feedback from their managers, and managers often feel that they don't have enough time to deliver effective feedback. Therefore, the One-Minute Feedback model can become one of the most valuable tools a manager uses. It allows you to give safe feedback in a timely manner, whether you are commending someone's performance or offering suggestions for improvement, relating to an action you just observed. One-Minute Feedback consists of two variations - Praise and Critique - both of which you can deliver in a minute's time. One Minute Praise One-Minute Praise allows the employee to feel noticed and appreciated. It reinforces that they are not just working for a pay check but that they can also be recognized for a job well done which, in turn, can boost the esteem more than you think. There is nothing more rewarding for your employee than to hear your praise and know that you notice their good performance. Here are some guidelines to offering One-Minute Praise. Use the name of the person you are addressing. This catches their attention and allows them to focus on the feedback. Tell how you feel. Use emotionally rich words Be specific. What task or action did they perform? Say, Thank you. This proves your gratitude and that you value their work. Example: Julie, I'm impressed with the way you organized your report for the meeting. Thank you. One Minute Critique The One-Minute Critique provides a safe way to deliver instant feedback, but is challenging because word choice is crucial. You do not want your criticism and quick delivery to damage your employee's esteem, or your relationship with them. This model will require more thought and practice in order for its effects to be positive. You need to choose words that aren't emotionally charged, and may want to write out your statements prior to making them Again, use the name of the person you are addressing. Immediate - Remember feedback is like oatmeal; it's not any good cold. Be Specific. What task or activity did you observe? Tell how you feel. Avoid words with strong emotional connotations; strong words can damage your relationship with the employee Pause here for a brief second to allow the person you're addressing to process what you've said. Reaffirm. Show confidence in the person's ability to perform the task or activity without telling them how to do it correctly. Example: Bob, I'm concerned that you didn't include the branding scripting in your last call. Since this is an integral part of our Sales Script, I'm confident I can count on you to include it in the future. One Minute Feedback allows a Call Center manager to build relationships with their employees by demonstrating care, concern and confidence in their employees' abilities to perform their assigned tasks. Effective feedback increases productivity, personal responsibility and greater future potential. Now wouldn't that be worth just a minute of your day? ************************************************************** BONUS - One Minute Feedback - Words to Use Emotionally Rich Verbs The following is a list of emotionally rich words. Use these words to describe your feelings when providing One Minute Praise. John, I was _______________ by your presentation during the meeting. Thank you! Impressed Inspired Pleased Proud Excited Appreciate Wowed Thrilled Admire Applaud Enjoyed Praise Commend in awe of Valued Overwhelmed Emotionally Rich Adjectives The following is a list of emotionally rich words to describe the individual's actions. Use these words to when providing One Minute Praise. David, your tone of voice and closing were _______________ on that phone call. Keep up the great customer service! Terrific Outstanding Creative Awesome Great Super Perfect Fantastic Excellent Phenomenal Outstanding Spectacular Exceptional Extraordinary Non-emotionally Charged Verbs The following list contains non-emotionally charged words to describe your feelings when providing One Minute Critique. Bob, I'm _________________ that you didn't include the branding scripting in your last call. Since this is an integral part of our Sales Script, I'm confident I can count on you to include it in the future. Concerned Anxious Unsettled Uneasy Affected Troubled Interested Uncertain Watchful Apprehensive
Guarded
Register NOW for ACM's first-ever, free learning webinar, presented on January 26, 2012 at 2 PM EST! Space is limited.Innovations in wireless networking technology are driving our increasingly connected world, with mobile devices gaining acceptance for both professional and private use. In the future, a vast majority of devices will rely on cloud services to enhance end user experiences-with services being a natural extension of such devices. This webinar will provide an introduction to the exciting new world of cloud-enabled mobile computing. A few complex user scenarios possible with this new paradigm will be discussed, along with a hands-on tutorial for developing such mobile applications on Microsoft’s Windows Phone Platform. Duration: 60 minutes Who Should Attend: · IT Managers · Software Developers/Engineers/Architects · Other IT professionals interested in mobile and cloud computing What You'll Learn: · Why use cloud services with mobile devices? · What user scenarios are possible by marrying cloud services with mobile devices? · How do you develop cloud-enabled mobile apps? Presenters: Click here to register and be sure to share this with friends and colleagues who may be interested in this topic.
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More Articles:1. 7 Myths That Make Meetings Miserable Myth 1: Executives belong in meetings.Although the demands of business cause executives to attend more meetings than other professionals, executives need to avoid meetings. Top management is responsible for vision, strategy, plans, and communication. That means executives should spend most of their time thinking, learning, planning, and communicating. Inefficient, ineffective meetings waste the time of the company's most valuable employees.Better: Ask probing questions when invited to make sure … Drywall Tape 2. Finding the Right Way to Motivate Your Employees By Chris Widener Fear, Incentives and GrowthZig Ziglar says that there are three main ways to motivate people in general and employees specifically. They are fear, incentives and growth. Let's take a look at each one.Fear. This is not good. Number one, it isn't right, and number two, it doesn't work well in the long run and isn't good for the overall health of the organization. Yet, still there are people who use it. They make blatant or veiled threats in order to get people to work. There is a better way.Ince… 3. Saying One Thing, Doing Another... By Colin Shaw This week I was asked to speak at an internal conference for a bank. The subject was how to build a great customer experience. However, the reality was somewhat different to the title. I sat listening to speaker after speaker - all coming along with the same message “how can we stuff more products into our clients and achieve our targets”.As I sat there I started to think, why do people say one thing and do another? Do they really think people are that stupid that they cannot see the conflict … 4. How to Motivate Under-Performing Personnel It is no secret that the performance of personnel is the largest contributing factor to the long-term success of any organization. Managers may give direction, but in the end, it is the company's staff that determines how well it executes. It is the staff that must respond to the threat of competition and the shifting interests of shareholders and consumers. Taking this into consideration, one of the greatest challenges facing managers is motivating their personnel to achieve outstanding perform… |
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Arjmand Samuel, Senior Research Program Manager, Microsoft Research 
Danny Dalal, Senior Development Lead, Microsoft Research 
David B. Johnson, Professor of Computer Science and Electrical and Computer Engineering, Rice University 
