Recognize This! – “Feedback” is not the same as “annual performance review.”
What do you need most in your work? Sure, the cynics will say “to be left alone.” But most of us want to know if what we’re doing is right.
That’s why I argue Gen Y / millennial employees are not “recognition needy” as they are often portrayed, but instead at a stage of their lives and careers where they need frequent feedback to know if what they’re doing is the right thing to focus on and if their efforts are delivering the right results.
Indeed, I believe this is true for all employees who deeply care about the quality of their work and their contributions, regardless of generation of length of career. We all need and crave feedback. Yet, many organizations have let themselves become hostages to the annual performance review as the primary means of feedback – one source of feedback (the manager) given at one point in time.
Sure, everyone is a student. Equally true is everyone is a teacher. Open the communication lines for peers to coach, encourage and give positive feedback to each other. Open up social performance management mechanisms through strategic, social employee recognition. Stay tuned for more information on this approach coming from my CEO, Eric Mosley, next month.
Do you get the regular feedback you need in your work?