Not Getting Any Feedback at Work? Here’s How to Seek it Out

Written by: admin Date of published: . Posted in test

Are you the kind of employee who gives 110% to a work project and expects your supervising managers will notice and acknowledge your effort? Or are you the kind who needed additional resources to complete a project and wondered why your VP did not come to you with a recommendation of how she could provide the needed assistance? If you said yes then you are probably also the kind who will quit without having the situation resolved.  Gallup reported that voluntary turnover (read: employees who quit) can cost U.S. companies 1 trillion dollars.

One trillion dollars saved could finance a lot of resources for a lot of new projects and probably stop a lot of existing employees from leaving.  If 52% of “the exiting employees say their manager or organization could have done something to prevent them from leaving,” it is time to find out what that “something” is and make it a part of a manager’s performance criteria.  For that to happen managers and leaders need to do better at inquiring about an employees’ job satisfaction throughout the course of a year.  

Leaders of all forms need to stop using the ‘garbage can approach’ to annual reviews, using one time a year to cover all the good, the bad and the ugly.  Informal, but consistent, casual conversations focused on an employee’s personal satisfaction and well-being about their job and the organization may go a long way in reducing unwanted employee exits.  When only 51% of existing employees had such a conversation in the 3 months before they left, there is a lot of room for leadership improvement. 

Here is the really bad news. Whether or not you end up with a great manager or leader who values your satisfaction and well-being is outside your control.  

Sure, managers and leaders can prevent these losses by checking in with their staff, but the unhappy employee could also have also taken the responsibility to speak up, share feedback, and initiate the conversation about their job satisfaction. The problem is, as much as we think we want to be asked how we are and how we are doing, we really only want neutral to good information.  We know how to have a ‘Facebook’ conversation.  A ‘Facebook’ conversation is the equivalent of answering ‘fine’ when someone asks how you are.   More than one research study has shown we avoid feedback because we’re afraid of feedback and feedback does not work anyway. A recent Harvard Business Review cover went so far as to declare feedback a failure.  We don’t like getting feedback and we avoid delivering negative information because we don’t want to be seen as unsupportive of the organization’s goals.  

Now for the very good news.  When those 52% of voluntarily exits are leaving, they are not leaving because they did not get feedback.  They are leaving because they did not feel supported.  They, their satisfaction and well-being were systemically ignored.  Being ignored is something you can control and in so doing breakdown your fear of feedback

You can take control and actually take the fear out of feedback and have the conversations you want to have with your managers by initiating the conversations yourself.  Here are five steps to getting started.   

Step 1:  Know thyself.  Knowing what brings you satisfaction and enhances your well-being and performance is an internal job.  Start by knowing your top strengths.  A quick trick to satisfaction on the job is making sure you get to use your top strengths at work.

Step 2: Initiate it. Armed with the knowledge of your strengths, use them often in conversation with your manager.  Being specific such as, “I am really challenged with the project because I am not getting to use my natural leadership skills,” gives information she may be able to help correct.

Step 3:  Don’t wait for your manager to come to you with a criticism. Instead, set a personal calendar to initiate feedback sessions with peers and supervisors once a quarter.

Step 4: Structure it. Tailor the session to something specific, like your work on the current project, your ability to collaborate within a team, or your capacity to think creatively.

Step 5: Acknowledge It. The key to making feedback sessions work is to acknowledge the advice, develop a plan to improve, and schedule a follow up to track your progress.

Remember the grass will not necessarily be greener at another organization because the same person (YOU) with the same habits will be mowing the grass.  No matter where you go your grass goes with you so consider adding a little fertilizer before you go looking for greener pastures.


avatar

Often called a “Success Sherpa” Dr. Andrea Goeglein is a Workplace & Career Psychologist specializing in Positive Psychology. Andrea is the Founder of ServingSuccess and helps individuals, entrepreneurs, & CEOs reach their goals while increasing their levels of happiness, productivity, and satisfaction. She’s been interviewed by The Rachel Ray Show, CBS News, Forbes, Quartz, The Huffington Post, Brit + Co, Recruiter, The Ladders, and many others.

The post Not Getting Any Feedback at Work? Here’s How to Seek it Out appeared first on SiteProNews.

Not Getting Any Feedback at Work? Here’s How to Seek it Out

Written by: admin Date of published: . Posted in test

Are you the kind of employee who gives 110% to a work project and expects your supervising managers will notice and acknowledge your effort? Or are you the kind who needed additional resources to complete a project and wondered why your VP did not come to you with a recommendation of how she could provide the needed assistance? If you said yes then you are probably also the kind who will quit without having the situation resolved.  Gallup reported that voluntary turnover (read: employees who quit) can cost U.S. companies 1 trillion dollars.

One trillion dollars saved could finance a lot of resources for a lot of new projects and probably stop a lot of existing employees from leaving.  If 52% of “the exiting employees say their manager or organization could have done something to prevent them from leaving,” it is time to find out what that “something” is and make it a part of a manager’s performance criteria.  For that to happen managers and leaders need to do better at inquiring about an employees’ job satisfaction throughout the course of a year.  

Leaders of all forms need to stop using the ‘garbage can approach’ to annual reviews, using one time a year to cover all the good, the bad and the ugly.  Informal, but consistent, casual conversations focused on an employee’s personal satisfaction and well-being about their job and the organization may go a long way in reducing unwanted employee exits.  When only 51% of existing employees had such a conversation in the 3 months before they left, there is a lot of room for leadership improvement. 

Here is the really bad news. Whether or not you end up with a great manager or leader who values your satisfaction and well-being is outside your control.  

Sure, managers and leaders can prevent these losses by checking in with their staff, but the unhappy employee could also have also taken the responsibility to speak up, share feedback, and initiate the conversation about their job satisfaction. The problem is, as much as we think we want to be asked how we are and how we are doing, we really only want neutral to good information.  We know how to have a ‘Facebook’ conversation.  A ‘Facebook’ conversation is the equivalent of answering ‘fine’ when someone asks how you are.   More than one research study has shown we avoid feedback because we’re afraid of feedback and feedback does not work anyway. A recent Harvard Business Review cover went so far as to declare feedback a failure.  We don’t like getting feedback and we avoid delivering negative information because we don’t want to be seen as unsupportive of the organization’s goals.  

Now for the very good news.  When those 52% of voluntarily exits are leaving, they are not leaving because they did not get feedback.  They are leaving because they did not feel supported.  They, their satisfaction and well-being were systemically ignored.  Being ignored is something you can control and in so doing breakdown your fear of feedback

You can take control and actually take the fear out of feedback and have the conversations you want to have with your managers by initiating the conversations yourself.  Here are five steps to getting started.   

Step 1:  Know thyself.  Knowing what brings you satisfaction and enhances your well-being and performance is an internal job.  Start by knowing your top strengths.  A quick trick to satisfaction on the job is making sure you get to use your top strengths at work.

Step 2: Initiate it. Armed with the knowledge of your strengths, use them often in conversation with your manager.  Being specific such as, “I am really challenged with the project because I am not getting to use my natural leadership skills,” gives information she may be able to help correct.

Step 3:  Don’t wait for your manager to come to you with a criticism. Instead, set a personal calendar to initiate feedback sessions with peers and supervisors once a quarter.

Step 4: Structure it. Tailor the session to something specific, like your work on the current project, your ability to collaborate within a team, or your capacity to think creatively.

Step 5: Acknowledge It. The key to making feedback sessions work is to acknowledge the advice, develop a plan to improve, and schedule a follow up to track your progress.

Remember the grass will not necessarily be greener at another organization because the same person (YOU) with the same habits will be mowing the grass.  No matter where you go your grass goes with you so consider adding a little fertilizer before you go looking for greener pastures.


avatar

Often called a “Success Sherpa” Dr. Andrea Goeglein is a Workplace & Career Psychologist specializing in Positive Psychology. Andrea is the Founder of ServingSuccess and helps individuals, entrepreneurs, & CEOs reach their goals while increasing their levels of happiness, productivity, and satisfaction. She’s been interviewed by The Rachel Ray Show, CBS News, Forbes, Quartz, The Huffington Post, Brit + Co, Recruiter, The Ladders, and many others.

The post Not Getting Any Feedback at Work? Here’s How to Seek it Out appeared first on SiteProNews.

Not Getting Any Feedback at Work? Here’s How to Seek it Out

Written by: admin Date of published: . Posted in test

Are you the kind of employee who gives 110% to a work project and expects your supervising managers will notice and acknowledge your effort? Or are you the kind who needed additional resources to complete a project and wondered why your VP did not come to you with a recommendation of how she could provide the needed assistance? If you said yes then you are probably also the kind who will quit without having the situation resolved.  Gallup reported that voluntary turnover (read: employees who quit) can cost U.S. companies 1 trillion dollars.

One trillion dollars saved could finance a lot of resources for a lot of new projects and probably stop a lot of existing employees from leaving.  If 52% of “the exiting employees say their manager or organization could have done something to prevent them from leaving,” it is time to find out what that “something” is and make it a part of a manager’s performance criteria.  For that to happen managers and leaders need to do better at inquiring about an employees’ job satisfaction throughout the course of a year.  

Leaders of all forms need to stop using the ‘garbage can approach’ to annual reviews, using one time a year to cover all the good, the bad and the ugly.  Informal, but consistent, casual conversations focused on an employee’s personal satisfaction and well-being about their job and the organization may go a long way in reducing unwanted employee exits.  When only 51% of existing employees had such a conversation in the 3 months before they left, there is a lot of room for leadership improvement. 

Here is the really bad news. Whether or not you end up with a great manager or leader who values your satisfaction and well-being is outside your control.  

Sure, managers and leaders can prevent these losses by checking in with their staff, but the unhappy employee could also have also taken the responsibility to speak up, share feedback, and initiate the conversation about their job satisfaction. The problem is, as much as we think we want to be asked how we are and how we are doing, we really only want neutral to good information.  We know how to have a ‘Facebook’ conversation.  A ‘Facebook’ conversation is the equivalent of answering ‘fine’ when someone asks how you are.   More than one research study has shown we avoid feedback because we’re afraid of feedback and feedback does not work anyway. A recent Harvard Business Review cover went so far as to declare feedback a failure.  We don’t like getting feedback and we avoid delivering negative information because we don’t want to be seen as unsupportive of the organization’s goals.  

Now for the very good news.  When those 52% of voluntarily exits are leaving, they are not leaving because they did not get feedback.  They are leaving because they did not feel supported.  They, their satisfaction and well-being were systemically ignored.  Being ignored is something you can control and in so doing breakdown your fear of feedback

You can take control and actually take the fear out of feedback and have the conversations you want to have with your managers by initiating the conversations yourself.  Here are five steps to getting started.   

Step 1:  Know thyself.  Knowing what brings you satisfaction and enhances your well-being and performance is an internal job.  Start by knowing your top strengths.  A quick trick to satisfaction on the job is making sure you get to use your top strengths at work.

Step 2: Initiate it. Armed with the knowledge of your strengths, use them often in conversation with your manager.  Being specific such as, “I am really challenged with the project because I am not getting to use my natural leadership skills,” gives information she may be able to help correct.

Step 3:  Don’t wait for your manager to come to you with a criticism. Instead, set a personal calendar to initiate feedback sessions with peers and supervisors once a quarter.

Step 4: Structure it. Tailor the session to something specific, like your work on the current project, your ability to collaborate within a team, or your capacity to think creatively.

Step 5: Acknowledge It. The key to making feedback sessions work is to acknowledge the advice, develop a plan to improve, and schedule a follow up to track your progress.

Remember the grass will not necessarily be greener at another organization because the same person (YOU) with the same habits will be mowing the grass.  No matter where you go your grass goes with you so consider adding a little fertilizer before you go looking for greener pastures.


avatar

Often called a “Success Sherpa” Dr. Andrea Goeglein is a Workplace & Career Psychologist specializing in Positive Psychology. Andrea is the Founder of ServingSuccess and helps individuals, entrepreneurs, & CEOs reach their goals while increasing their levels of happiness, productivity, and satisfaction. She’s been interviewed by The Rachel Ray Show, CBS News, Forbes, Quartz, The Huffington Post, Brit + Co, Recruiter, The Ladders, and many others.

The post Not Getting Any Feedback at Work? Here’s How to Seek it Out appeared first on SiteProNews.

Not Getting Any Feedback at Work? Here’s How to Seek it Out

Written by: admin Date of published: . Posted in test

Are you the kind of employee who gives 110% to a work project and expects your supervising managers will notice and acknowledge your effort? Or are you the kind who needed additional resources to complete a project and wondered why your VP did not come to you with a recommendation of how she could provide the needed assistance? If you said yes then you are probably also the kind who will quit without having the situation resolved.  Gallup reported that voluntary turnover (read: employees who quit) can cost U.S. companies 1 trillion dollars.

One trillion dollars saved could finance a lot of resources for a lot of new projects and probably stop a lot of existing employees from leaving.  If 52% of “the exiting employees say their manager or organization could have done something to prevent them from leaving,” it is time to find out what that “something” is and make it a part of a manager’s performance criteria.  For that to happen managers and leaders need to do better at inquiring about an employees’ job satisfaction throughout the course of a year.  

Leaders of all forms need to stop using the ‘garbage can approach’ to annual reviews, using one time a year to cover all the good, the bad and the ugly.  Informal, but consistent, casual conversations focused on an employee’s personal satisfaction and well-being about their job and the organization may go a long way in reducing unwanted employee exits.  When only 51% of existing employees had such a conversation in the 3 months before they left, there is a lot of room for leadership improvement. 

Here is the really bad news. Whether or not you end up with a great manager or leader who values your satisfaction and well-being is outside your control.  

Sure, managers and leaders can prevent these losses by checking in with their staff, but the unhappy employee could also have also taken the responsibility to speak up, share feedback, and initiate the conversation about their job satisfaction. The problem is, as much as we think we want to be asked how we are and how we are doing, we really only want neutral to good information.  We know how to have a ‘Facebook’ conversation.  A ‘Facebook’ conversation is the equivalent of answering ‘fine’ when someone asks how you are.   More than one research study has shown we avoid feedback because we’re afraid of feedback and feedback does not work anyway. A recent Harvard Business Review cover went so far as to declare feedback a failure.  We don’t like getting feedback and we avoid delivering negative information because we don’t want to be seen as unsupportive of the organization’s goals.  

Now for the very good news.  When those 52% of voluntarily exits are leaving, they are not leaving because they did not get feedback.  They are leaving because they did not feel supported.  They, their satisfaction and well-being were systemically ignored.  Being ignored is something you can control and in so doing breakdown your fear of feedback

You can take control and actually take the fear out of feedback and have the conversations you want to have with your managers by initiating the conversations yourself.  Here are five steps to getting started.   

Step 1:  Know thyself.  Knowing what brings you satisfaction and enhances your well-being and performance is an internal job.  Start by knowing your top strengths.  A quick trick to satisfaction on the job is making sure you get to use your top strengths at work.

Step 2: Initiate it. Armed with the knowledge of your strengths, use them often in conversation with your manager.  Being specific such as, “I am really challenged with the project because I am not getting to use my natural leadership skills,” gives information she may be able to help correct.

Step 3:  Don’t wait for your manager to come to you with a criticism. Instead, set a personal calendar to initiate feedback sessions with peers and supervisors once a quarter.

Step 4: Structure it. Tailor the session to something specific, like your work on the current project, your ability to collaborate within a team, or your capacity to think creatively.

Step 5: Acknowledge It. The key to making feedback sessions work is to acknowledge the advice, develop a plan to improve, and schedule a follow up to track your progress.

Remember the grass will not necessarily be greener at another organization because the same person (YOU) with the same habits will be mowing the grass.  No matter where you go your grass goes with you so consider adding a little fertilizer before you go looking for greener pastures.


avatar

Often called a “Success Sherpa” Dr. Andrea Goeglein is a Workplace & Career Psychologist specializing in Positive Psychology. Andrea is the Founder of ServingSuccess and helps individuals, entrepreneurs, & CEOs reach their goals while increasing their levels of happiness, productivity, and satisfaction. She’s been interviewed by The Rachel Ray Show, CBS News, Forbes, Quartz, The Huffington Post, Brit + Co, Recruiter, The Ladders, and many others.

The post Not Getting Any Feedback at Work? Here’s How to Seek it Out appeared first on SiteProNews.

9 Social Media Tactics to Drive Traffic to Your eCommerce Site

Written by: admin Date of published: . Posted in test

Today Facebook alone has over 2 billion active users. Add other social media sites and you get an incredible number of people who actively use social networking sites on a regular basis.  For this reason, many ecommerce companies now use these social platforms to grow their customer list and increase sales. According to available statistics, social media is the number one driver of website traffic to ecommerce websites today. If you are not leveraging the power of social media to get you more sales, then you are missing out big time.

But what do you do when you want to make it big with your ecommerce website on social media, but are unsure of the path to take that can guarantee results? Truth be told, social media can be a challenging landscape to navigate; you may find that you have neglected certain aspects of the platforms while overusing others, etc. You may also find that while your engagement rate is impressive, the traffic and leads you are getting to your ecommerce site are nothing to talk about.

The question then becomes: how can you effectively increase the number of people actually buying your products? Is there a way to get the attention of your social media followers enough to improve sales? The following are 8 social media tactics you can employ to drive traffic to your ecommerce site.

Optimize social media posts

Every content you publish on social networking sites must be optimized. You do this by using high-conversion keywords that not only increase your visibility to your existing page audience but has the potential to attract some new eyeballs to your pages and site. Therefore, it is important to perform a thorough keyword-research.

This allows you to learn the words and phrases your customers often use when searching for the products your website is selling. Use these keywords in your posts, add some visual elements to it and then publish. The visual elements are important for grabbing the attention of social media users who often scan through their social media news feeds.

Add social sharing buttons in strategic places

Not all your website visitors will come from social media. Others will be direct referrals from other sites while others will come from search engines. These potential customers may want to connect with your brand on social media. To make it easy for them to do so, you should add social media buttons to your website. Additionally, everyone visiting your website should find it easy to share the content they find interesting on their social profiles.

The more straightforward it can be the more likely they will share your content with the people in their social networking circles. Adding social sharing buttons streamlines this process. Therefore, add social media buttons in strategic areas on your website. When a customer finds a product that their friends ought to see and consider buying, it should be easy for them to share it on social media. By strategically placing the sharing buttons in prominent areas on your web pages, you ensure that every website visitor can see and easily access these buttons to share content on social networking platforms.

Use visual content

A social media channel that neglects the use of images to drive engagement on social media would never be successful on social platforms. Images tend to attract the attention of even the more laid back, passive social media users. Therefore, using eye-catching visuals on your posts can significantly increase the number of people who visit your website.

This is especially helpful to ecommerce websites that sell products that many buyers decide to buy based on their appearance. Add beautiful images to your product listings so that users can be enticed to share them on social media. In addition, you can consider adding a “Pin It” button on every image on your website so that Pinterest users who visit your site can easily share it on that platform.

Share the right content

Social media users are keep away from brands who are always pitching products and services to them. If all you can master are more ways to pitch the same products over and over again, it doesn’t take long before your followers unfollow your brand. Therefore, you must keep everything at a balance. You should ensure that you only post your sales pitches 20% of the time. The other 80% of the time, publish informational content that engages your customers into wanting to be part of your brand’s story.

Use these social platforms to share news related to the products you sell on your site without pushing your audience to purchase anything, give them helpful tips, and entertain. By combining posts that entertain and inform with your sales pitches, you increase the chances of turning a profit through website traffic from social media.

Be consistent

Consistency helps your followers know what to expect from your pages and when to expect it. It creates some level of predictability ultimately improving engagement. Create a social media schedule and follow it to the letter, only changing it based on the data insights you gather about your customer behaviors over time. Consistency shows your followers that you are committed to providing them with value. And with many automation tools now available for scheduling and posting, no social media marketer has any excuse.

Use hashtags

On social media, hashtags are a great deal. They are the pathways to new clients and customers. Take time to learn what hashtags are commonly used by people and brands in your industry and add them to your posts. They will expand your reach, make your content look better and promote user interactions. All the same, you should keep the use of hashtags at a minimum: typically one or two hashtags on each post.

Be short & sweet

Social media users prefer precise, straight to the point, compelling updates. By sharing long posts, you discourage users from sharing them with their friends. The idea is to share content that users can easily digest and pass along.

Interact with followers

Your ecommerce website site will suffer a great deal if all you do is share posts without ever interacting with your growing customer base on social networking platforms. There are few other platforms outside of social media that you can interact with your customers as easily and as effectively.

Every time you post something new, monitor reactions, respond to queries and answer the questions people will post in the comments section of the posts. Seeing that you address customer concerns encourages other potential customers to try out your products, knowing that if they need help at any point, they can easily reach out to you and you will respond with helpful information.

Use paid advertising

To grow your audience on social media, sometimes it is important to do paid advertising. You can do this by using tools like Growr that help you acquire new followers organically, or paying social networking sites to make your content visible to more people on their platforms at a fee. You can also consider paying influencers to share your products on their social channels.


avatar

Marquis is a writer, social media manager and SEO content marketer. She currently lives on the coast of Ecuador, working remotely as a freelancer. Her primary focus is on building online visibility of new, up and coming brand, particularly brands that promote health and wellness. She lives a nomadic lifestyle, though is originally from California.

The post 9 Social Media Tactics to Drive Traffic to Your eCommerce Site appeared first on SiteProNews.