3. Appreciate and please your employees
By praising employees, you will give them more motivation and a sign that their contribution to the company’s success is important and valued. People are too often focused on bringing out employees’ mistakes and areas for improvement – the so called negative feedback. That is the reason why employees tend to fear feedback. In reality, feedback should contain both positive and negative aspects.
Positive feedback means that behavior that is supporting company values and goals will get recognition. Recognizing and praising desired behavior will enforce what is expected and encourages people to act this way in the future as well.
Negative feedback means paying attention to mistakes and areas for improvement. It is often recommended to avoid saying “negative feedback”, because it refers to something bad or negative. That’s why people often leave out the word “negative” and take “feedback” as something that is purely focusing on their flaws. But keep in mind, that referring to areas that need improvement is important, because otherwise employees might not know how to do specific tasks differently or even the facts that this should be done in some other way. Referring to development needs will create foundation to improvement and change of behavior.
We recommend placing emphasis to positive feedback in order to change employees’ feelings about feedback overall – feedback is not something negative or something to be scared of. For example, you could agree to use 2:1 principle in your company. This means that for every development-oriented “negative feedback” there should be at least two positive feedbacks to praise for expected behavioral patterns and for job well done.