Some interesting conclusions were drawn from the study. Even though negative feedback has long been considered a counterproductive strategy (which it is when compared with positive options), it is clearly much better than providing no feedback at all. The value of feedback simply outweighs all the negative sides of it.<\/p>\n
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- Up to one in 10 managers focus solely on their staff\u2019s weak points.<\/li>\n
- These employees were more than 20 times more likely to feel engaged and operating at peak productivity at work than those who receive no feedback at all.<\/li>\n
- Those who feel \u2018ignored\u2019 are twice as likely than others to feel disengaged and isolated at work.<\/li>\n<\/ul>\n
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<\/a><\/p>\nThe value of feedback<\/h2>\n
When managers choose to focus on strengths and positives, they are rewarded with employees who are a whopping 30 times more likely to feel engaged.<\/p>\n
Positive feedback increases productivity, corporate culture, brand strength and overall retention, with employees reporting feelings of loyalty to their organisation and satisfaction in their work.<\/p>\n
Gallup is not the only firm to have completed a similar study \u2013 experts in leadership training Zenger Folkman\u00a0studied the feedback strategies of more than 22,000 managers from around the globe<\/a>. \u00a0Their study showed that found that\u00a0the leaders in the top 10 % (in terms of providing feedback) had employees who were three\u00a0times more\u00a0engaged than those in the bottom 10 %. This should be a wake up call for all managers who think that their feedback doesn\u2019t matter.<\/p>\n
As you can see, a manager\u2019s specific style will determine how engaged or disengaged their team feels on a daily basis. That said, giving no feedback at all is the worst option. As the study shows, employees are up to 50% less productive when little to no feedback is given.<\/p>\n