Positive employee feedback
positive employee feedback
22. Shares ideas and techniques
In this post we collected one hundred of the most useful phrases you can use during your next review.
This is why, even if you’re not much of a public speaker, taking the time to smile and speak in an approachable manner can significantly decrease your turnover rate.
This example cuts out the vague ‘fake feedback’ terms and gets to the heart of the matter. It is clear and evident to the worker that you were impressed with their efforts. Pointing out exactly what you liked about their work will encourage them to replicate that same behavior going forwards.
Give meaningful positive feedback regularly! But don’t just stop at that. There are many different ways to recognize your employees.
There are 8 situations in which giving positive feedback is crucial.
“I just want to say that I know you have had distractions at home which you could have used as an excuse for not taking this meeting. Yo managed not only to step up to the plate after taking a knock, but you also encaptivated the audience with a clear, engaging, and well thought out presentation which I admire. I especially liked your use of audio cues. Keep up the good work!”
“I really like how you dealt with the client. It was a tough situation, but you handled it well. There is one thing which you might want to change next time you deal with a difficult client. ”
“When you interrupt me in front of a client it causes a problem” (behavior)
Aaron Schwartz of Modify Watches recommends going for a walk as an informal meeting strategy. A more relaxed, less confrontational setting over a coffee will help create an atmosphere where you and your employee can communicate better with each other, away from the office.
Example: “Something I really appreciate about you is your aptitude for problem solving in a proactive way.”
Approach feedback with one goal in mind: listening. Listening to feedback is the first step towards learning from it. Culture Amp Lead People Scientist Chloe Hamman says, “Critical feedback can put us in a defensive mode and restrict our ability to focus on solutions – we want to react. Knowing this, we can see why it is important to develop the habit of first just listening to feedback, rather than reacting.”
Behavioral feedback is feedback that is focused on an employee’s specific behavior that needs adjustment. If a sales-person is not meeting their weekly contact goals, it may not be effective to tell them they need to do better. A manager should find out why the calls being made are not as effective as they could be.
A positive example of feedback could be: “Alex, you exceeded your production goal by 20% last week. Great job. That’s really going to help us meet our overall plant production and financial goals. How did you do it?”
Take a look at our positive feedback examples for employees that meet or exceed goals, overcome obstacles, suggest new ideas, and more.
“Great work on your latest report. Your monthly goal was surpassed by over 50%! Your hard work will be a significant contribution to our business’s target for this semester.”
At the 2012 SHRM conference, we asked HR pros to share with us some samples of the “good, bad and ugly” feedback they’ve seen managers give their employees over the years. Here are a few of the sample feedback comments they shared with us:
The purpose of giving feedback to someone is not to change them. That’s not something you can do as a manager or peer; only the person themselves can initiate change.
To get started, we’ve gathered a list of how to give the best, most powerful and positive employee feedback, check them out to see which one might help you make improvements in your own team!
Consider the workloads of both yourself and your employees before scheduling your reviews. You should start by asking the other person if they are available at a certain time. If you are busy, you should try to start the conversation later. This way, the person to whom you give feedback will give you the attention you need to communicate effectively.