Motivation and Feedback ..
has always been a major discussion issue in Germany within the last few years – especially for employees but (unfortunately) not so much for managers.
I regret that, in my humble opinion, many companies in Germany lack a sustaining motivation culture. Often the mentality is more or less "You have got a job to do and we have our expectations about your performance and success within this job. If you meet what we expect, when you perform well, then all is fine".
This is probably one of the major the reasons why submitting a positive feedback is often not even considered. “Why” could be the possible reaction “why should I submit feedback when my employee is just doing what I expect from him/her?”
And of course, whenever my employee is not performing as expected and hence does not meet the management expectations, then submitting feedback is important and a “first duty in the morning”. “Yes” could be here the possible reaction “yes, we need to express our disappointment!”
Not to forgetting to mention that often you need nerves of steel when your manager submits his feedback to you: Feedback is expressed in a very straight forward and sometimes hard way as well. No subtleties, big talking or beating around the bush - management starts with the pain points as single topics one-by-one and the feedback is all about the negative aspects that need to be resolved. This can be pretty tough, so nothing for people without nerves.
And here in New Zealand and specifically within Author-it? It is very obvious that the management addresses motivation and feedback very thoroughly. I can recall a situation in one of my first meetings here, during which our president reviewed the delivery of our latest software and product release. First, he honored the work of the entire team before he then praised the performance, contribution and commitment of selected team members. I found this very impressive, very positive. And very committed as well: It reflects that the management is aware of the various challenges each team is facing, and acknowledges at the same moment the efforts and the success of the entire team and their team players.
To be honest: For me as a German, the feeling of a “Yes, submit positive feedback, but not too much and only if outstanding results have been achieved” still accompanies me. We all know that it’s often all about the little things which don’t cost you the world. Which don't require much effort but can create an incredible amount of positive and productive energy.
I still need to get more time used to this completely different type of feedback culture. But at least in the Author-it work environment there is no need to think of “an adequate dosage” of positive motivation or feedback: Just give positive feedback whenever there is good reason for positive feedback, and you can't go wrong. And don't forget to give positive feedback to your managers, they appreciate it as well!
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