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When I was a young account executive, the feedback I got on every annual review was, “You give too much positive feedback. You need to balance it with constructive feedback, too.” I never really understood that. Sure, if someone needed some help with something or things were going poorly, constructive feedback was necessary and most often encouraged by the recipient. But to give constructive feedback every time I gave positive feedback? Come on!
But it was on every, single review for years. I’m great at telling you all the time what you’re doing well and terrible at searching for things you’re not doing well.
Turns out, I was right! R-I-G-H-T. Right!
Giving positive feedback boosts morale, instills confidence, and motivates employees to do their best. It also helps to retain great people who will move the business forward. Plus, it’s lots more fun to work in an organization where people appreciate you and recognize the work you’re doing.
Not to say we need to do away with constructive feedback. Not at all. But there also is no reason to make it up, just to provide the good and the bad every time you want to tell someone they’re doing a great job.
This is what we’re going to talk about on this week’s episode of the Spin Sucks podcast. Why it’s important to give positive feedback as it’s warranted—and when to pepper in the constructive. Stay tuned!
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