Christmas is just a week away and we here at Feedbackly couldn’t be more excited! Christmas lights are glowing at every street corner, the smell of fresh Joulutorttu (Christmas tarts) is sweeping through the city. For some (me included) the realization has just set in that this is our last chance to get presents before the big day. There are two types of Christmas shoppers in the world; those who have already bought, wrapped and tucked away their presents under the tree, and those who will be flooding the stores this weekend in the hope of picking up their entire list of gifts.
Whether your business is an online store or a storefront downtown, providing excellent motivation for your staff will determine if you succeed in the long run. In today’s economy, the businesses that will survive and thrive will be those that give each and every staff a better working experience than the competition. Win that battle. Grow your sales and your business by fine-tuning your staff motivation and we all know that motivated staff works better and harder. But how do we ensure we motivate staff? Here are a few tips.
Jaakko MännistöJaakko is the founder and CEO of Feedbackly and Vice Chairman/board member at the Finnish Entrepreneurs Organization.
What is 360-degree feedback?
360-degree feedback is a tested method of improving productivity and job satisfaction. Responses to a questionnaire, usually provided via the internet and automated, help employees see themselves as others would see them and provide vital information also for managers. Generally, 8 to 15 people give the feedback. The resulting report encourages the people being assessed to capitalize on their strengths, and points out areas to make changes. Most 360-degree feedback programs are strategic initiatives. The 360-degree feedback programs are designed to support increased competitive advantage, development of leaders, increases in productivity, improved morale and job satisfaction, and retention of high-performing employees. Such programs often begin by assessing the senior leadership, and then migrate to managers and frontline employees. Lue koko artikkeli