EVERYDAY FEEDBACK AND RECOGNITION: MASTER THESE ESSENTIAL TOOLS

Business experts agree that, in order to meet the needs and demands of employees, companies are currently undergoing a revolution where annual appraisal is replaced by regular and personalized feedback conversations. In addition, scientific studies show that verbally expressing gratitude to employees is an even more powerful management tool for their mobilization and engagement than material or financial rewards. However, most organizations and managers only wonder about the feedback process (e.g., what questions should be used, how often do we need to evaluate employees, when is it better to give feedback during the year, etc.), forgetting, or not knowing, that it's the quality of the feedback that matters. Beyond the processes and the amount of feedback given, research does show that it is the quality of the content and the way the feedback is communicated that has an effect. In order to attract and retain top talent, engage employees, and improve business performance, today's managers must therefore master the art of feedback and verbal recognition. This training will introduce you to this art by teaching you the 6 specific characteristics of optimal negative feedback as well as the 4 skills to verbally demonstrate recognition in a credible and authentic way. The emphasis is on practicing, both orally and in writing, the skills learned in order to ensure that participants are able to quickly use the tools acquired. Learning objectives  Give regular and effective feedback without having to spend all your time on it  Use feedback and recognition as powerful motivational tools, in light of the most recent scientific findings  Make feedback and recognition a real day-to-day management practice  Give negative feedback that has positive impacts on mobilization, well-being and performance  Verbally demonstrate your recognition in a credible and authentic way  Practice the skills necessary to give quality written and oral feedback and recognition Why participate?  Demystify what is (and is not) optimal feedback  Learn to give negative feedback that will be perceived positively, and thus stop fearing negative feedback  Become an innovative company that puts into practice, on a daily basis, the most recent scientific discoveries on optimal feedback  Be able to meet the personal and professional development needs of your employees  Create a climate conducive to learning  Discover alternatives to material rewards and understand what true and effective recognition is