Continuous learning is an important aspect of the modern workforce with a feedback mindset. Recognition and praise nurture talent and high performance.

Positive feedback lets people know that they’re valued by the company and builds confidence.

While creating a positive feedback culture starts with managers, peer-to-peer feedback can inspire better interpersonal relationships between employees and boost team spirit. Acknowledging employees' work can be as small as a personal note or a thank-you card, as long as it is timely, specific and individualised.

  1. Timing

    Timing is an important aspect of giving positive feedback. If you wait too long both you and the receiver might forget the details of the performance. This will undermine one of the main reasons for giving positive feedback: pointing out positive behavior so it can be encouraged and replicated.

    If you don’t have time to speak with them straight away, send them a message or email.
  2. Specific

    Avoid generic comments like 'good job'. Always explain what a person did in particular so they can learn what type of behavior they should keep up in future. Instead of saying 'you’re a great team player' describe actions and why you appreciated it. 'The extra coaching you gave to the new recruits on the last project helped them to learn the appropriate procedures.'
  3. Individualised

    The ideal ratio between praise and constructive feedback is 5:1. This way people will stay motivated and will actively take constructive feedback into account at the same time. It’s important to acknowledge a person’s individual contributions and exceptional performance.

    For example: 'Harry, I appreciate you finding different ways to contact the client to explain the advantages of our product. It shows your product knowledge, persuasiveness and your persistence in getting the agreement. It helped the team to reach the monthly goal' as opposed to 'We got the contract! Well done team'
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