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It is important to tell help your employees improve and tell them what they can do better. But too much criticism can be more of a hindrance than a help. But how much criticism is too much?
Dramatic research from University of Michigan Business School shows that the margins for negative comments versus positive ones in an office environment are remarkably small. Indeed, it can take just 3 negative comments to every one positive to undermine workplace morale and hurt office productivity.
It’s a remarkable finding. If you’re the kind of boss who is a bit of a control freak and questions the actions of your staff a lot, you could be hurting their ability to function. For it to just be a 3 to 1 ratio, that’s actually quite a tightrope to walk.
The research, carried out by Emily Heaphy and Marcial Losada in 2004 and published in the journal American Behavioral Scientist, took a number of office working teams and gave their managers a ratio of praise and criticism to work with, analyzing the productivity of each team over time. Not only did they discover the ratio most likely to cause distress, they also found the ratio most likely to boost productivity the most.
The best result for productivity was about 6 mentions of praise to every one criticism. It seems that getting the most of your teams requires more work than doing damage. This highlights just how easy it is to fall into bad habits, even if you don’t realise you’re doing it. It also highlights how making a small change in your behaviour and criticising a little less could turn things around if things are going badly.
The study highlighted the need for constructive criticism, especially if a worker is falling behind. But if you want to boost the productivity of your workforce, the conclusion is clear: it costs nothing to change your behaviour but it could make all the difference.
“We have developed a strong working relationship with the team at P3PM who we now view as an integral and valued business partner. They take the time to understand our business and inform us of any regulatory employment changes that might affect the decisions we want to make. With our current and planned headcount, we know that there is always someone at P3 to respond to our call / email and take action quickly to ensure we remain compliant whilst also coaching our manager’s through difficult situations which gives them the skills they need to tackle issues even better in the future. P3PM ensure that we are supported with any employee related process, the results of which mean positive and timely resolutions to some challenging employee matters. ”
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What words pop into your head as being the most significant for 2019? Obviously ‘Brexit’ will feature high up on that list. Perhaps ‘change’, ‘unrest’ and ‘rethink’ come to mind too. Last year;
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