How to Give Positive Feedback

Employees take pleasure in receiving positive feedback. Praise and recognition on a job well done can boost morale, encourage productivity as well as motivate employees to do even better. Good managers should learn how to give positive feedback more effectively. Here are some useful tips that can help managers do just that.

Timely Positive Feedback

The best time to hand out positive feedback is right after every job done well. After hearing that a task is accomplished on time or objectives are met, managers should not delay to hand recognition and praise to where and to whom it is due. Sometimes, giving delayed positive feedback may not have the same uplifting effect as one given right after an accomplished task or objective.

Avoid Being Selective

There are times when managers seem to hand out praises to a select few employees. This might make the unselected ones feel unwanted and discouraged. Managers should try to avoid having favorites when it comes to handing out their positive feedbacks. Praise and recognition should always be given to those who deserve it. This applies to any employee who has recently done a good job.

Be Sincere and Clear

The best positive feedback that an employee can ever receive from a manager is one that is sincere. Knowing that employees are appreciated from a sincere praise of the manager, no matter how simple, can go along way in boosting morale and their motivation to do better at their jobs. Being specific in giving the positive feedbacks by citing what an employee has done that deserves appreciation. This would help the employee know what it is that has been done right.

Give Proper Rewards Where It’s Due

Different accomplished tasks warrant certain rewards. A simple remark of a job well done may not work with an employee who has spent sleepless nights trying to finish a top priority job. Be sure to hand out rewards aside from vocal praise and recognition from time to time if it is really due.

Employees would appreciate it and would look forward to it with hunger. But managers should also not overdo giving out the rewards. It might sometimes be misinterpreted by some employees as trying to buy favors just to get things done.

Be More Observant

Managers should try to keep looking for the good things that employees do and surprise them with positive feedback, giving a praise that they might not expect. The more that you hand out praise to employees, the more tasks they will do that require your praise. The manner that praises is given may depend on different people.

Managers should learn when and in what manner praise can be given to a specific employee. Praising a relatively shy employee in public will not have the same effect as a private recognition, which might be more preferred.

Handing out praise can be improved with constant practice. At first, managers may overlook an extra effort or a great job. But in time, giving out praise and recognition can become a habit that employees would welcome.

 
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