Dr. Barbara Brown trains, writes, and consults on performance management. Her E-Books, E-Courses, and Onsite Training Programs offer strategies for maximizing contributions with special emphasis on linking performance to results. BOOK Dr. Brown for your next seminar, conference, or workshop. Click on "FREE STUFF" at her website to download tools to manage performance discussions.
As a manager, you know that positive feedback is supposed to be specific rather than general. But it is also important to make sure positive feedback is meaningful. What’s the difference?
Specific feedback involves a two-step process. Step 1, you tell employees what they did. Step 2, you tell employees that you like what they did (thanks, keep up the good work, etc.). For example, “You always let customers know approximately how long it will take to solve their computer problems as well as where you are in the process. Thanks!”
Meaningful feedback involves a three-step process. Step 1, you tell employees what they did. Step 2, you tell employees the positive impact of what they did. Step 3, you tell employees that you like what they did (thanks, keep up the good work, etc.). For example, “You always let customers know approximately how long it will take to solve their computer problems as well as where you are in the process. Because of this, they rarely complain about delays. Thanks!”
To make your feedback meaningful, talk about the impact of employees’ performance. Some areas to consider include, impact on:
1. Reducing customer complaints or increasing customer compliments.
2. Meeting deadlines or reducing number of deadlines that are not met.
3. Achieving goals or reducing number of goals that are not achieved.
4. Increasing productivity or decreasing backlogs.
5. Improving quality or decreasing errors.
6. Enhancing team relationships or reducing team tensions.
7. Decreasing safety violations or improving safety compliance.
Meaningful Feedback Reinforces Value
Positive feedback is a powerful way to reinforce and encourage positive performance. When you make positive feedback “meaningful,” you increase the likelihood of getting a repeat performance. That’s because you connect performance to some type of outcome; thereby, letting employees know that they add value and that you value their contributions. So the next time you give positive feedback, make it meaningful!
- Related Videos
- Related Articles
- Ask / Related Q&A
- 8 Reasons Why Employee Feedback Backfires
- 4 Bad Reasons not to Give Employee Feedback
- Employee Feedback: Your Key to Satisfied Employees
- 4 Simple Steps To Giving Effective Feedback
- Characteristics of Good Constructive Feedback
- Why Employees Leave
- How to Give Feedback?
- The Power Of Performance Feedback
5 Things I Learned About Business This Year
By: Jonathan Cox | 01/01/2010Business lessons that made a difference for me in 2009: doing business with honor, increasing efficiency, improving customer service, and more.
Leadership Betrayal: When Leaders Promise But Don't deliver
By: Bud Taylor | 31/12/2009We teach leaders to inspire others so they can achieve new visions. But what happens when leaders inspire and then abdicate? Or, when leaders inspire but don't provide resources and support? Leadership betrayal, that's what. Leadership betrayal has become a psychosis in today's hyper-active, multi-tasking business world. We have to learn how to identify it and deal with it. Leadership is a rare quality. It should never end in betrayal.
Is my business successful?
By: Peter Moore | 31/12/2009So you dreamed about having your own business and being the master of your own destiny. But why do you want these things? What do you believe will follow from being a successful business person?
A Lesson in Leadership from an 11-Year-Old
By: Patricia Jackson | 31/12/2009A few weeks ago, my 11 year old daughter was faced with a very tough decision, either doing what is right or following your friends in order to look good in their eyes. For many years we have stressed to our daughters that sometimes doing the right things is not always the most popular thing, but as long as you always do what is right you will never have to worry, the rest will be taken care of for you.
Using Shame in Your Favor
By: John Hersey | 31/12/2009Shame can be a very strong self-motivator; it can turn you into the better version of yourself.
3 Easy Steps to Get Rid of Negative Self-Talk
By: John Hersey | 31/12/2009We can easily control the radio in our heads to play the stations that work for us instead of against us.
3 Easy Steps to Get Rid of Negative Self-Talk
By: John Hersey | 31/12/2009We can easily control the radio in our heads to play the stations that work for us instead of against us.
Pray for Disaster in Your Life
By: John Hersey | 30/12/2009The majority of sudden success stories have years of history of trials and errors behind them, and almost all natural talent has long hours of disciplined work supporting it.
Giving Positive Feedback – 7 Ways to Make It Meaningful
By: Barbara Brown, PhD | 07/07/2009 | LeadershipWhen you give employees positive feedback, you want them to know that you value their performance. You also want them to repeat that performance. One way of doing that is to make sure your feedback is meaningful. This article offers a three-step approach for giving meaningful feedback and seven examples of ways to apply the approach.
Implementing Change – 3 Questions To Increase Employee Buy-In
By: Barbara Brown, PhD | 01/07/2009 | LeadershipWhen you introduce change in your company, you want employees to feel committed to doing their best to make the change a success. One way to do that is to explain how the change will benefit the staff, not just the company. Use the three questions in this article to manage the change discussion and gain buy-in.
Want Better Performance? Try Focusing On What Employees Want Reduced
By: Barbara Brown, PhD | 30/06/2009 | LeadershipOne way to encourage better performance is to link improvements to things employees want fewer of. These might include fewer customer complaints or fewer meetings. This article provides 10 things you can use to explain how performance improvement can lead to reductions in something employees want.
Motivating Employees: Use People Interests When Making Assignments
By: Barbara Brown, PhD | 24/03/2009 | ManagementSome employees like working alone while others crave a crowd. So why not use these “people” likes or dislikes as a motivation tool. How? By consciously looking for opportunities to allow employees to work with the numbers of people they desire. This article gives you four options for making such assignments.
Jumpstart Your Career By Using A Big Picture Approach
By: Barbara Brown, PhD | 03/03/2009 | Career ManagementAs you move up the corporate ladder, you want to demonstrate your personal competence and your organizational knowledge. This article shows you how to accomplish this by making a few small changes in what you say. It contains four strategies you can use to jumpstart or advance your career by showing superiors that you understand the Big Picture.
Employee Negativity – 3 Ways to Discuss Personal Impact
By: Barbara Brown, PhD | 21/01/2009 | ManagementEven employees who constantly complain about work or workers care about certain workplace issues. Why not use those issues to encourage fewer complaints? This article gives you three ways to explain the personal impact of negativity.
Employee Performance Discussions – 4 Ways to Keep Focused on Work
By: Barbara Brown, PhD | 17/11/2008 | ManagementSometimes you have to talk to employees about what they say as well as what they do. You want to keep such conversations focused on performance issues, not personal perceptions. This article offers four types of performance discussions and ways to handle each.