Feedback. The very word can conjure a feeling of dread. Oh no, my manager wants to give me feedback . . . what have I done wrong? But wait a minute. Feedback can, and should, also be positive. In fact, some would argue that we must give consistent, meaningful positive feedback in order to gain enough relationship capital - that is, to "earn the right" - to give constructive feedback.
Employees presumably get a paycheck, and most get an annual review. Isn't that enough affirmation? Not at all.
Psychologist Abraham Maslow, best known for his hierarchy of needs, asserted that feeling valued and appreciated is not a luxury, but is a basic human need. Kelton (2009) stated that a strong sense of achievement is a powerful motivator for many people and that while some motivation can come from within, some must also come from outside forces. Finally, various studies throughout the years report that recognition is a more powerful motivator than money (Gallup, Nelson, and others). In his book "1001 Ways to Recognize Employees", Bob Nelson demonstrates that the top two drivers of employee performance are 1) a feeling of making a difference at work and 2) having been recently recognized for contributions. In his study, money ranked a distant fifth place. Surprisingly though, over 68% of the workers that Nelson interviewed had not received even
a simple "thanks" from their boss in the previous six months.
Positive feedback becomes the perfect vehicle for meeting individuals' need to be appreciated. Bonus: it's simple, easy, and FREE!
Of course, not all feedback is created equal. To be effective, feedback needs to be sincere and specific. Consider the difference in these two statements:
- Great job today! You're a rockstar!
- I appreciate how prepared you were for the presentation to our trustees. It was obvious that you had done your homework, and you answered their questions very thoroughly. I anticipate they'll approve our proposal, thanks to your compelling arguments.
While the first message might bring a smile to the recipient's face, it won't leave a lasting impression. The second message tells the person specifically what they did well, and what the impact of that work may be. It makes him/her feel appreciated, and also sets up an expectation for future performance.
Don't get us wrong - we never mind being compared to rockstars - but at the end of the day, it's the sincere, specific feedback, delivered in a thoughtful manner, that makes us want to work harder, achieve more, and continue to deliver our best.
When did YOU last deliver positive feedback? Not this week? Stop reading, and go do that now. You'll be glad you did.
