By Felipe Azevedo, vice president of LG
A survey by the Brazilian Training Center (NUBE), carried out in 2015, warned that the lack of recognition was what most discouraged young people. The study “What are the most demotivating situations” had five alternatives and 56.61% of the interviewees answered that not being recognized was the main factor for demotivation.
Another survey carried out by PwC in 2011 found that almost 60% of respondents would like to receive feedback daily or weekly - a number that has increased to 72% among employees under the age of 30. In addition, more than 75% of respondents believe this practice is valuable and about 45% of them also value feedback from their colleagues and customers. The surprise was that less than 30% said they received it.
Studies like these show that new generations have, for some time, had an enormous need for frequent feedback, but they do not always find this in organizations. Forbes has already pointed out that one in three companies is moving towards a more continuous performance management model. And your company? Have you started discussing the matter? If not, I highlight three reasons to start now:
1 - Space to grow
When feedback is applied in an organic and "real time" manner, the employee will have a clearer understanding of their development opportunities at the moment when the point to be developed is identified. This avoids a series of inconveniences, such as the loss of talent due to the lack of transparency in the company's recognition practices or the non-redirection of actions that will impact the results of the individual and the organization. In addition, close monitoring helps to keep individual and business goals aligned and under permanent management.
2 - More collaboration
Although feedback is considered an indispensable tool for growth, it is also necessary to recognize its importance in encouraging collaboration. Through the evaluation of the leader, the team and colleagues, it is possible to foster a more positive environment for the development of the employee, because, while learning, the professional also contributes to the growth of other colleagues. In addition to generating engagement, such practice arouses feelings of belonging and gratitude to the company.
3 - Constant innovation
Eric Ries, creator of the Lean Startup strategy, presents some maxims for companies that want to innovate: “Fail, learn and succeed”. In Lean methodology, failure is inevitable, but it must be overcome quickly and painlessly. The importance of continuous feedback follows the same reasoning. Practice makes it possible to implement corrective actions more quickly, since the professional immediately visualizes the results obtained with his performance.
So, how to get this practice off the ground? To promote a culture of continuous feedback, companies need technology to equip leaders and employees. Even if applied constantly, feedbacks without registration can fall into informality, hindering the development process. After all, the employee will not always realize that he is being evaluated and receiving specific guidance for his learning. Therefore, investing in technology is the best way. Only it is able to free up people's time, offer modern tools to engage talent and allow companies to make smart decisions.
Felipe Azevedo is Vice President of LG people place. He is a specialist in Serious Games and People Management Platforms, with over 15 years of experience in business game projects and technologies applied to education. Graduated in Information Systems from UNESP with an MBA from Business School São Paulo (BSP) and certified in Big Data from Massachusetts Institute of Technology (MIT).
Another survey carried out by PwC in 2011 found that almost 60% of respondents would like to receive feedback daily or weekly - a number that has increased to 72% among employees under the age of 30. In addition, more than 75% of respondents believe this practice is valuable and about 45% of them also value feedback from their colleagues and customers. The surprise was that less than 30% said they received it.
Studies like these show that new generations have, for some time, had an enormous need for frequent feedback, but they do not always find this in organizations. Forbes has already pointed out that one in three companies is moving towards a more continuous performance management model. And your company? Have you started discussing the matter? If not, I highlight three reasons to start now:
1 - Space to grow
When feedback is applied in an organic and "real time" manner, the employee will have a clearer understanding of their development opportunities at the moment when the point to be developed is identified. This avoids a series of inconveniences, such as the loss of talent due to the lack of transparency in the company's recognition practices or the non-redirection of actions that will impact the results of the individual and the organization. In addition, close monitoring helps to keep individual and business goals aligned and under permanent management.
2 - More collaboration
Although feedback is considered an indispensable tool for growth, it is also necessary to recognize its importance in encouraging collaboration. Through the evaluation of the leader, the team and colleagues, it is possible to foster a more positive environment for the development of the employee, because, while learning, the professional also contributes to the growth of other colleagues. In addition to generating engagement, such practice arouses feelings of belonging and gratitude to the company.
3 - Constant innovation
Eric Ries, creator of the Lean Startup strategy, presents some maxims for companies that want to innovate: “Fail, learn and succeed”. In Lean methodology, failure is inevitable, but it must be overcome quickly and painlessly. The importance of continuous feedback follows the same reasoning. Practice makes it possible to implement corrective actions more quickly, since the professional immediately visualizes the results obtained with his performance.
So, how to get this practice off the ground? To promote a culture of continuous feedback, companies need technology to equip leaders and employees. Even if applied constantly, feedbacks without registration can fall into informality, hindering the development process. After all, the employee will not always realize that he is being evaluated and receiving specific guidance for his learning. Therefore, investing in technology is the best way. Only it is able to free up people's time, offer modern tools to engage talent and allow companies to make smart decisions.
Felipe Azevedo is Vice President of LG people place. He is a specialist in Serious Games and People Management Platforms, with over 15 years of experience in business game projects and technologies applied to education. Graduated in Information Systems from UNESP with an MBA from Business School São Paulo (BSP) and certified in Big Data from Massachusetts Institute of Technology (MIT).
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