However, people are in desperate need of recognition for their hard work. Recognition doesn’t have to be costly, OfficeVibe found that 82% of employees think it's better to give someone praise than a gift yet 63% don't feel they get enough praise.
You can easily get started on increasing recognition, simply by encouraging colleagues to share feedback with one another on a regular basis. If you have a performance management system that supports real-time feedback, this can be as easy as sending someone praise for a job well done.
The benefits of positive feedback
Researchers have found that when we receive positive feedback dopamine is released into the brain, causing the feeling of happiness. However, this is a temporary reaction. As a result, we are motivated to continue working hard, repeating behaviors which earned us that feeling.
This cycle can also have a knock-on effect on other employees. When others witness these good behaviors and see the positive effects of executing them, they then crave that same feeling and begin to replicate the behavior.
Testifying to the power of praise, a survey of US based employees commissioned by OGO found that 40% would put more energy into their work if they were recognized more often.
In fact, it’s not only feedback from managers that can have an impact. A study by Globoforce and SHRM showed that peer-to-peer is 35.7% more likely to have a positive impact on financial results than manager-only recognition.
How to turn employee feedback into a habit
With pressing deadlines and countless meetings, it can sometimes be difficult to priortize giving feedback to each other. The trick is to turn it into a habit. Behavioral psychologists assert that there are four stages of habit, and by breaking it down we can understand how it works and how to improve it.
We have taken this and applied this to feedback, here are five steps you can take to get started on turning feedback into a habit.
1. Make giving feedback as easy as possible
Stanford Professor BJ Fogg explains that the key to successfully changing your behaviors is to start with a ‘tiny habit’. Rather than introducing a big change, start with something small that’s easy to accomplish. After getting used to integrating small habits into their workflow, people will naturally start challenging themselves to do more.