thank20you20post20itMany business leaders miss a key opportunity to recognize great work and provide positive feedback. Why is it so easy to see what’s not working and so hard to celebrate when people get it right? Recognizing team members will not only enhance your organizational growth; but also helps retain great employees. Regardless of business size, correctly given; recognizing others early and often can help improve job performance, promote professional and personal growth, and ultimately increases overall morale. Here are some tips to help you along the way

  1. Never hesitate. Share encouraging words often and loudly.  Believe it or not… It is often worth more than money.
  1. Make it public. Constructive feedback can be given privately. Recognition is often more powerful when given in public.
  1. Be specific. Focus on exactly what was done right. We all know it is easy to call people out when they do something wrong, but what about calling out people when they do something right?

Positive feedback goes along way to growing and reinforcing any relationship. And, like smiling, it cost nothing.

Feedback Do’s and Don’ts

Feedback Do’s

  • Be Specific. What did the person actually say or do? Was the statement or action was effective or ineffective?
  • When offering developmental feedback; provide or seek alternatives the person can use in the future. Discuss why the alternatives might result in enhanced performance. Provide support, but allow responsibility for developing to remain with the person.
  • Provide feedback on both the “what” and the “how”. What are the results?   What did the person say or do to achieve or not receive the results?
  • Think of feedback as a learning opportunity that can lead you and others to better performance.
  • Listen with full attention to the feedback people provide. Focus more attention on understanding their perspectives and suggestions than on defending your action or behaviors.
  • When receiving feedback, ask for specific examples of what you did well and what you could have done better.
  • Watch for trends in behavior to focus on high-payoff development areas.

Feedback Don’ts

  • Don’t assume you are the only and best source of feedback. Encourage people to seek feedback from peers, internal partners, customer and other leaders.
  • Don’t give vague feedback or feedback that cannot be supported with data or examples.
  • Don’t say someone did something well when you don’t believe it.
  • Don’t guess at someone’s motives.
  • Don’t become defensive about your actions.