We at iRevü talk an awful lot about how to use technology to lead and manage people. Specifically, we believe strongly in the power of microfeedback and just how important it is to employees and managers to have a tool that both reminds leaders to actually give frequent employee feedback, but also helps those managers to do so in ways that don’t eat up all their precious time. While we still stand behind those claims and the technology that we provide, we have to admit, acquiring solid technology does not make a solid management system.
“A good manager is like the conductor of an orchestra… He/she does not look as if he is doing much but waving a stick, but he can usually play many of the instruments, has a deep understanding of the score, and most importantly, how the instruments play together. When I see a bad manager, he is usually grabbing an instrument and trying to play it, rather than coaching the player and drawing the best performance from them.” -Scott Lewis, GM/CEO
Technology is merely a tool and when it comes to managing a team, leaders will be required to do far more than input data within a system. Providing successful and efficient microfeedback is so much more than frequent critiques and praises – and that’s where human managers come in…
Approach Confrontation Gracefully
If technology ruled the world, all communication would be emotionless text blocks and robotic verbal responses. An email or text lacks severity or includes too much severity. Managing a team with real-time feedback is far more than sending a message of praise or critique. Leaders should be willing to take it a step further, especially in the instance of employee performance problems.
Tech tools can give you means of monitoring performance and notating changes, but it cannot do the hard, yet effective role of sitting your worker down and discussing what is and isn’t working. And a great leader will not shy away from confrontation, no matter how difficult. If discussing tough subjects give you the chills, then relax a little knowing 92% of employees believe properly delivered negative employee feedback is effective at improving performance.92% of #employees believe properly delivered negative feedback is effective: @Engagiant_iRevu Click To Tweet
Giving employee feedback? Check out the 4 steps pros use!
Observe Employee Passion
Sure, psychometric technology can tell employees what they are good at on paper, but what actually motivates employees to be successful? A great manager not only notices the efficiency via numbers and aptitude for written language, but will actually observe employee passion and interests. iRevü gives managers the ability to determine the goal of microfeedback, one of which is focused on leadership and providing positive reinforcement for career-building behavior (or negative for the opposite).
While this feature is great for employee development, it isn’t the only step necessary to see what will push employees to be their best and grow within the organization. It takes an astute and observant leader who is also open to conversation with their team. That attention to your employees can make all the difference. Employees are more motivated when they are trained to their strengths. 61% of the employees who said their supervisors focused on their strengths were engaged. Technology can help identify or train, but it can’t see the employee for who they are past the data.What do you do to motivate #employees? Have you tried this: @Engagiant_iRevu Click To Tweet
Read more on organizing iRevü’s various feedback goals here.
Allow Feedback to Flow Both Ways
Feedback is a two-way street. For it to work at it’s full capability, the workforce needs to give as much feedback as management does. On the other side of the coin, management needs to be willing to receive the feedback given to them. The beauty of feedback is the growth of both sides. If employees don’t receive employee feedback, they will at best continue to produce the same caliber of work. Likewise, if management doesn’t receive feedback, the company’s growth is stagnant.
Technology provides a means for this conversation, but it is up to the employee/employer relationship to dictate the comfort at which each party actually uses it. In other words, it is up to the manager to encourage their team to be open and honest in the workplace. If managers don’t know how to receive feedback as well as they can give it, then you can bet their team will not feel confident discussing their honest feedback (specifically critiques) with them.
ICYMI: 3 Management Practices Employees Will Love
We built iRevü to help managers lead great teams to do amazing things. Introducing microfeedback to your organization is one of the best decisions you can make for your team. If you want to learn more on how frequent employee feedback can save you money and bring the best out of your people, check out our demo.