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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!
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