What about some positive feedback?

“That’s normal… it’s your job!”

All too often, leaders consider “a job well done” normal, since the person was hired to do it. But is that the right vision that will guide your people in the right direction?Motivation is something that is not inate, on the contrary, it is something you – as a leader – can give or take from your people every day.

Sadly enough too many leaders focus on giving feedback to their people only when things have gone wrong or have been done wrong. This results in people experiencing feedback as criticism or judgement and not having the feeling that the feedback they receive helps improve their work.

Throughout my career I have learned that the strongest leaders strive to find as many elements as possible for positive feedback aimed at the future improvement of their people.

So no more “negative” feedback?

Well, don’t get me wrong here. I am not saying that when something was not done right, you should not give any feedback about it. What I am saying is that you should give frequent positive feedback by reframing your message.

As a result your people will stay motivated, you will give them a chance to grow and they will be able to be at their best!

Reframing your message – always give feedback in a positive way.

Next time when someone is “just doing his job”, first pay attention to what’s good and give praise for a job well done! The more you praise a person for what he’s doing good, the more open this person will be to receiving feedback for improvement.

And when the time comes to give some “less positive” feedback, focus on getting your message across in a positive way!

How to create a positive opportunity by reframing your message:

1. Start with a positive message: What is it he/she does well?

2. Tell what it is that could / should be improved: What could / should be better?

3. And finish by showing trust: I believe you can do this! / I’m sure you’ll do great!

“Feed” your people positively so they become even better at the things we expect from them, you might just be surprised by the results of your coaching!

Responsibility.

At the end of the day it is indeed their responsibility to do a great job, but it is your responsibility as a leader to give them the recognition they deserve and create an environment in which they can be happy and grow!