Confusion about job performance and motivation leads to error communication, which in turn makes employee feedback useless and destroys relationships with employees. The goal of this study is to find the problems with H&M’s Job Feedback from an employee perspective and brainstorm solutions that will enable employees to both become more loyal to the company and work toward achieving their long-term career goals. Keywords: Performance & motivation, Brainstorm, Job Feedback, EPAC Introduction & Background
It is a communication situation that confuses employees’ performance and motivation. Moreover, let the job feedback become useless and destroy the employee relationship. Therefore, this assignment is to find out the problem of H&M’s Job Feedback by using employee perspective.
Enables employees to become more loyal to the company while they also work toward achieving their long-term career goals.
Performance & motivation, Brainstorm, Job Feedback, EPAC
Introduction & Background
Feedback is an important part of the employee experience. It helps individuals understand how they are performing and where they need to improve. However, feedback can also be a source of confusion and frustration for employees. When done poorly, it can lead to negative outcomes such as decreased motivation and engagement.
H&M is a global fashion company with over 4,000 stores in more than 60 countries. The company offers a variety of clothing and accessories for men, women, and children. H&M has a strong focus on sustainable fashion and is committed to offering its customers high-quality products at an affordable price.
The company has been criticized in the past for its job feedback process. In particular, employees have complained that the feedback they receive is often confusing and contradictory. This can lead to frustration and a feeling of being unsupported by management.
In order to address this issue, H&M has introduced a new employee feedback system called EPAC. EPAC is designed to help employees better understand their performance and give them more clarity on where they need to improve.
The goal of this project is to collect data from employees about their experiences with EPAC. This will help us understand how well the system is working and what improvements can be made.
This situation where employees don’t know how they’re performing is confusing and demotivating. Furthermore, it makes job feedback useless and destroys the relationship between employer and employee. This assignment seeks to uncover the problem with H&M’s Job Feedback from the perspective of employees. Doing so will enable employees to become more loyal to the company while also working toward achieving their long-term career goals.
When we don’t receive feedback, or when the feedback is inaccurate, it can derail our efforts, confuse our understanding of how we are doing, and even lead us to question our competence.
A study recently reported in the Harvard Business Review found that employees who receive regular and accurate feedback are more engaged with their work and more likely to stay with their organization. The researchers also found that employees who do not receive feedback are more likely to disengage from their work and leave their organization.
This is a problem for organizations because it leads to a loss of talent and a decrease in productivity. It’s also a problem for employees because it can lead to a feeling of frustration and a lack of motivation.
The goal of this assignment is to find out the problem of H&M’s Job Feedback by using employee perspective. Moreover, enables employees to become more loyal to the company while they also work toward achieving their long-term career goals.
Therefore, it is crucial to receive feedback that is immediate when we are learning. It is just as important for the individual sending the feedback, as well as the person receiving it, to have a positive attitude (London, 2003). A good way to provide encouraging feedback is by appearing interested. When employees feel like leadership cares about them, they will be more likely make corrections and modify their behavior overall.
When feedback is not immediate, it becomes much more difficult for the receiver to make appropriate changes. The longer the delay, the more likely it is that the message will be distorted or forgotten.
Feedback can also come in different forms, such as verbal, written, or nonverbal. Nonverbal feedback includes facial expressions and body language. Verbal feedback can be direct or indirect. Indirect verbal feedback is often called “praise” while direct verbal feedback is often called “criticism.”
Praise should always be given specific to the behavior rather than global. For example, “I really liked the way you handled that customer” is much more effective than simply saying “good job.” Criticism should also be given specific to the behavior. For example, “I noticed that you didn’t smile when you were greeting customers” is more effective than “you’re not very friendly.”
It is also important to be aware of the tone of your voice when giving feedback. A soft, gentle voice conveys caring and concern while a loud, harsh voice can come across as angry and critical.
Most people work better when they have an idea of how they’re doing. Positive feedback from a leader lets them know that they are on the right track, and criticism – given constructively and positively – can help them improve.
Employee development programs require feedback in order to be effective. People use this information about themselves to help set career goals, expectations for performance, and motivation. H&M believes in being honest and using the open door principle. This allows employees the right and opportunity to speak with management about work-related issues directly.
It is difficult to overestimate the importance of feedback. Good leaders give employees regular feedback to let them know what they are doing well and where they need to improve. Feedback encourages employees to keep up the good work and correct any deficiencies in their performance.
Employees need more than just feedback on their performance; they also need to feel that their voices are being heard. Leaders should make a point of soliciting input from employees on a regular basis, whether it’s through one-on-one meetings, team meetings, or surveys.
When employees feel like their voices are being heard, they’re more likely to be engaged in their work and motivated to do their best.