4 Ways to Give Positive Feedback Effectively

Let's look at the four most important steps you need to take to give positive feedback

We’ve already gone over how to give negative feedback, and today we’ll show you the four steps on how to give effective positive feedback.

Although most people know that it is important to give critical but not demotivating negative feedback, they often don’t focus on their positive feedback.

In fact, giving positive feedback helps avoid any semblance of favoritism or unprofessional (although positive) emotions.

In all feedback, it is important to be professional and managerial. So let’s look at the four necessary steps for how to give positive feedback.

Step 1: Be clear, honest, and objective

When you are discussing behavior that deserves positive recognition, you should provide an objective assessment.

It is very normal for many managers and bosses to give vague and emotional, although positive, assessments for the employee’s good behavior.  In order for the feedback to be truly effective, you should state exactly what it is that you are praising.

Instead of saying that you are really proud of a team member or you’re happy in general, you should be more specific.

You should state something like: “I really appreciated the way you handled that sales call this morning. It was effective and promotional without being pushy. I saw that your team members also learned a lot from that.”

That way, the employee knows what he’s being praised for and can continue on with that behavior.

Step 2: Give feedback ASAP

One of the most important things you can do is to give the feedback as soon as you see the positive behavior.

This doesn’t mean that you need to urgently stop everything you’re doing, but you should plan to give the positive feedback as soon as is practical.

Immediate feedback has been shown to be more impactful in helping develop positive behavior and making sure it is repeated.

Identify that behavior, make the assessment objective and specific, and make sure you communicate what the impact is on the team.

Step 3: Don’t wait for perfection for positive feedback

You don’t have to wait for certain big points in order to give feedback. You don’t need to wait for any big moments or results.

Instead, you should give positive feedback anytime you see improvements in an employee’s performance.

This helps to keep the employees motivated, puts them on the right track, and be more efficient.

Step 4: Don’t use the ‘sandwich method’

The sandwich method used to be recommended for giving negative feedback by introducing and finishing with positive feedback.

However, this is very confusing and has no good effects at all.

In fact, it may associate the positive feedback with an expectant negative feedback. Anytime they hear positive feedback, they will expect negative feedback to come right after.

However, you should separate your feedbacks. When you give negative feedback, you should give negative feedback.

And when you are giving positive feedback, give only positive feedback.

With these steps, you’ll be set on giving positive feedback effectively. Just make sure to be objective throughout and specify exactly what it is you are talking about.

This will lead to more inspired and motivated team members and better business overall.