6 Ways to Give Positive Employee Feedback [+Examples]
Employee feedback helps us grow and develop in our professional ones. Without feedback, if you don’t preach employee appreciation, it’s impossible to know how you can improve, where you are going wrong in the employee’s eye, and how effective your efforts are.
Giving feedback to your employees can help lower your employee turnover rates and reduce the cost of employee disengagement. Positive feedback is perceived as a clear sign of a healthy employee experience.
Not only are employee incentive programs necessary to increase employee engagement, but giving feedback to your employees is also crucial.
Some managers don’t offer positive feedback because:
- They don’t think it’s needed.
- Employees might relax and perform weaker if they think they’re doing well.
- They believe that constructive criticism is an effective form of feedback.
- They don’t know how to give positive feedback or don’t feel comfortable with it.
Tips to Positive Employee Feedback [+ Best Examples]
In reality, positive feedback can have fruitful effects. A Gallup study involving over 65,000 employees showed that those who received effective feedback had lower turnover rates than those who didn’t. Gallup studies have also shown that managers who received feedback show close to 9% better profitability.
Unfortunately, there’s a fine line between effective and ineffective positive feedback. Let’s examine some ways to give feedback better, complete with some positive feedback examples.
1. Become Thorough And Specific with Employees’ Feedback
Gallup found that 67% of employees felt ‘fully engaged’ with their work after receiving positive feedback from management, but that feedback must be detailed for it to become effective. As stated earlier, those tired, cliché, throwaway phrases like “Great job!” lack effectiveness when it comes to positive feedback.
When you want to provide adequate positive feedback, you must become specific and explain why. Now, it’s essential not to take this the wrong way. Employers must not give long speeches and presentations when trying to compliment or laud the efforts and accomplishments of their team. Instead, they should become more specific than offering a vague phrase of praise.
Positive feedback requires detail and precision. It’s all about praising the worker for their work and highlighting achievements. It’s vital because providing positive feedback and more information to your employees about why you’re impressed with their job gives them a foundation to grow, improve, and repeat those actions.
Feedback Example
For example, imagine a worker successfully finishing their duties. Saying “Nice job on the project” is vague, but taking the time to highlight what the person did that pleases you is much more effective.
For instance, in this case, something like “I noticed how you took the time to research the necessary information for this project, presenting it in an easy-to-follow format and including some alternate suggestions. That’s useful.”
This example cuts out the vague ‘fake feedback’ terms and gets to the heart of the matter. It is evident to the worker that you were impressed with their efforts. Pointing out what you liked about their work will encourage them to replicate that behavior.
Final Breakdown
- Vague or ‘fake’ feedback like “Good job” is ineffective.
- Provide detailed and in-depth feedback.
- Take the time to highlight key aspects of your employees’ work.
2. Get Personal
In the past, employers had a worrying tendency to see their workers as little more than drones and robots, all turning up, performing their duties, and heading out the door. These employees often head home to deal with personal problems and responsibilities their employers can help with.
Fortunately, times have changed. With a better understanding of the importance of individuality and how workers like to feel valued and heard, more employers listen to their employees. This is backed by hard evidence, too. Studies show that employee engagement and positive workplace cultures grow much faster and have lower turnover rates.
Getting to know your employees as real people and valuing their individuality can pay off. Zappos states that using the ’80/20′ rule, in which 20% of your time with employees is spent getting to know them and learning more about their lives, enhances your working relationships and improves workplace culture and morale.
Feedback Example
You can provide more positive feedback by getting to know individual workers, learning about their likes and dislikes, and engaging with their personalities. If you understand that a worker has a particular hobby or favorite sports team, you can bring it up in discussions to create a stronger bond.
Final Breakdown
- Engaging with employees and learning more about them is a way to engage and create a positive workplace culture.
- Employees may have personal issues that you can help with.
- Personal feedback helps every individual feel more valued.
3. Timely Employment Feedback Is Most Effective
One of the golden rules of feedback is that employers should deliver it in a timely manner, and this is true throughout life. If we imagine a child at school is getting something wrong, for example, a teacher or parent won’t wait a few weeks before letting them know. They’ll deliver the necessary feedback to help the child learn and develop from their actions.
The same holds for negative and positive behavior, actions, and achievements in the workplace. Employers must provide employee performance feedback to help employee development at an appropriate and relevant time. Office vibe statistics support this claim, with four out of 10 workers saying they feel disengaged when they aren’t getting any feedback.
The faster you provide employees with positive feedback, the better. Why? Because workers respond to praise in the immediate period after an achievement or accomplishment. A PWC study revealed that 60% of employees would enjoy hearing feedback daily or weekly, with 72% of young employees saying they’d want more regular feedback.
Feedback Example
This method is self-explanatory, so it doesn’t need an in-depth example to explain it. Let’s say a worker has been excelling on a particular project at a key moment for the company.
Rather than waiting for an end-of-term review, it’s vital to provide positive feedback to that person as soon as you notice the great work they’ve been doing. Don’t wait too long; as soon as you get a chance to let them know, take it.
Final Breakdown
- Employees should get feedback on a regular basis.
- Feedback becomes less effective the longer you wait.
- Provide on-the-spot feedback rather than monthly/weekly reviews.
4. The Importance Of Delivery
Imagine someone saying “Great job” in a monotonous, tired voice without any expression whatsoever. Now, imagine them saying it with enthusiasm and flair. The second example is much more effective, and this is a simple portrayal of how the way in which we deliver employees’ feedback is just as important as the feedback itself.
Research shows that employees respond better to empathetic and approachable management. You could take two different employers with different speaking voices and mannerisms and have them deliver the same feedback to an employee. The employee will react based on how the feedback is delivered.
This is why smiling and speaking can increase your turnover rate even if you’re not a public speaker.
Feedback Example
It’s just important how you approach the person and how you speak to them. You, as an employer, can say anything from “I liked your work on the latest project” to “I admired the way you welcomed our new recruit,” but you always need to deliver it in a positive way.
This means following standard business practices of maintaining eye contact, smiling at your workers to indicate your positive attitude, and not using an intimidating tone that might make them worry about you saying something negative. As leading business and happiness expert Emma Seppälä explains, a simple smile and some facial expressions can go a long way towards making your words have an even bigger impact.
Final Breakdown
- Positive feedback is much more effective when delivered.
- A simple smile can go a long way.
- Never underestimate the importance of body language.
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5. Gestures and Rewards
When rewarded for doing a great job, employees will be happy to know and learn that they’ve impressed their employers and colleagues.
The best examples of positive employee feedback for colleague development include constructive feedback, praise, and a reward to amplify that praise. Of course, balancing is vital when handing out rewards of any kind, as you don’t want to get employees into the habit of expecting something every time they perform well.
However, in exceptional cases, which you can judge or deem worthy by yourself, a simple gesture like grabbing a cup of coffee with a worker or buying a box of donuts to share around the office after a successful project is an effective way of showing employees how much you care and encouraging them to work harder.
An Attacoin study has shown that 88% of workers feel that rewards are essential. Thus, make sure to have feedback conversations with your team so that you can expect a positive feedback loop from your entire team.
Feedback Example
There are many different situations when you might want to provide positive feedback. The most common examples of constructive employee feedback are when employees have met or exceeded their goals, overcome an obstacle, or go the extra mile. It’s also good to reward initiative, acts of good behavior, or even little things worthy of recognition.
Rewards and gestures come in handy in any of these situations. For example, an employee may find themselves in a situation where they can use their initiative to solve a problem, saving the company a lot of resources. You can say, “I noticed how you saw a mistake on that invoice and took action, calling the suppliers and getting the error fixed. You saved us all a lot of hassle.”
This way, you can reward employees and put in extra effort to encourage them for productive future projects.
From there, as a sign of recognition of the employee’s hard work, you could invite them to take a short break. If you have a personal and professional relationship with the employee and feel that this is appropriate, ask them to grab a cup of coffee for you to chat.
Final Breakdown
- Studies show that many workers believe in the importance of rewards.
- Simple gestures and acts of kindness can go a long way.
- Employers should be careful not to go too far with rewards.
6. Keep Employment Performance Feedback 100% Positive
Employers tend to push for perfection, hoping to attain the unattainable. They are always looking for areas for improvement, changes that they can make, and ways to enhance systems and productions to provide more productivity and better results. In short, employers are always looking for flaws and problems that need solving.
However, you shouldn’t take this approach when it comes to the people and your workers. Positive feedback should be just that: positive. Some employers use positive feedback moments as opportunities to slip in some negative behaviors, comments, or criticisms, hoping their positivity will help offset the negative side of their comments.
Employees will fear your feedback if you always frame your positive feedback with a “But…” at the end and balance your positives with negatives. Research undertaken by Francesca Gino at Harvard Business School has shown that employees strengthen bonds with those who act positively toward them while fearing and disengaging with those who are negative.
Feedback Example
Let’s say an employee impressed you by doing something difficult, like giving a winning presentation at a major meeting or conference. This is an act deserving of praise and positive feedback. However, don’t use it to point out flaws if the presentation requires much hard work and places additional stress on the employee.
Some employers are tempted to say something like, “I appreciated your work on the presentation. I was impressed with how you managed to overcome your nerves to deliver it. Why weren’t you able to do the same at the last conference?” This example starts positive but then ends negative. Like any other person, employees will tend to focus more on the negatives than the positives.
Instead, the feedback should be 100% positive from start to finish, focusing on what the employee did well, acknowledging their efforts and hard work, and pointing out a few specific details. Something like, “I was impressed with the presentation you gave. I understand it was stressful, but your confidence shone through, your delivery was terrific, and the overall message was clear.”
If you do want to mention something from the past that might not have been quite as impressive, you can add to the feedback something like “You’ve come a long way over the last few weeks” to acknowledge that the worker might have struggled in the past but is much stronger now.
Final Breakdown
- Research shows that employees respond much better to positive than negative feedback.
- The feedback that starts positive but becomes negative is self-defeating.
- Staying positive in your feedback makes it much more effective overall.
Time to Implement Positive Feedback in Your Culture
The examples and studies above show some of the many ways positive feedback can contribute to a much happier workplace. Everyone appreciates hearing that their efforts aren’t in vain and that their hard work is appreciated. A happier workforce is more productive, so every employer can benefit from using positive feedback every day.
FAQs
Here are the most frequently asked questions about employee feedback:
How does positive reinforcement impact direct reports?
Positive reinforcement plays a crucial role in shaping the behavior and performance of direct reports. When leaders provide constructive, positive feedback, it encourages employees to continue exhibiting desirable behaviors and enhances their motivation. This practice fosters a supportive company culture where employees feel valued and recognized for their contributions. By creating positive feedback loops, organizations can establish a cycle of appreciation and motivation that leads to continuous improvement in individual and team performance.
What is the significance of performance reviews in building a feedback culture?
Performance reviews are vital to establishing a feedback culture within an organization. They provide a structured opportunity for leaders to engage with their direct reports and discuss achievements, areas for development, and goals. By incorporating continuous improvement into performance reviews, organizations can ensure that these discussions are not annual check-ins but meaningful conversations that drive personal and professional growth. This approach helps develop leadership skills as managers learn to provide effective feedback and foster an environment where open communication is encouraged.
How can leadership skills be enhanced through effective employee feedback?
Effective employee feedback is instrumental in enhancing leadership skills. By engaging in feedback conversations, leaders can develop their ability to communicate. This improves their relationships with direct reports and cultivates a culture of trust and openness within the organization. When leaders embrace positive reinforcement and create a feedback culture, they set an example for their teams, demonstrating the importance of continuous improvement and collaboration. This ultimately leads to a more engaged workforce and better organizational outcomes.
What role does company culture play in fostering positive feedback loops?
Company culture is fundamental in fostering positive feedback loops that enhance employee engagement and satisfaction. A strong feedback culture encourages employees to share their thoughts and experiences, creating an environment where positive reinforcement is valued and practiced regularly. When employees feel safe giving and receiving feedback, it leads to improved communication and collaboration across teams. This environment supports continuous improvement, as employees are more likely to seek input from their peers and leaders, driving overall organizational success and resilience.
How can organizations implement continuous improvement through employee feedback?
Organizations can implement continuous improvement through employee feedback by establishing clear channels for communication and encouraging regular interactions between leaders and their direct reports. This process begins with training leaders to give and receive feedback, focusing on positive reinforcement and constructive criticism. By integrating feedback into daily operations, such as team meetings and one-on-one check-ins, companies can create a culture where employees feel comfortable sharing their insights. This approach enhances individual performance and promotes an agile company culture that adapts to changing needs and encourages ongoing development.
What are the best practices for creating a feedback culture in the workplace?
Creating a feedback culture in the workplace involves several best practices that encourage open dialogue and collaboration. Firstly, organizations should prioritize positive reinforcement to recognize and celebrate employee achievements. Secondly, training programs for managers can enhance leadership skills, enabling them to facilitate effective performance reviews that focus on growth and development. Additionally, organizations can implement feedback loops that allow employees to provide input on processes and policies, fostering a sense of ownership and engagement. By embedding these practices into the company culture, organizations can cultivate an environment where continuous improvement thrives, benefiting both employees and the organization.
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