Following yesterday’s post where we discussed about how to listen to people and not just hear what they have to say, today’s post is about giving a positive feedback. This can be adapted to giving feedback to a prospect or if you decide to coach some of your team members, it can be used to keep them motivated and have them feel good about what they do.
So, one of your team members or downline is doing a good job, they have sponsored 5 new people this week. It is time for you to acknowledge it and keep him on the right track by giving a constructive positive feedback. Find below the 8 tips for giving others positive feedback.
1. Be Timely
Giving someone positive feedback should be done as soon after the event as possible. This will keep the energy and the momentum high.
2. Be Specific
If leaders/coaches/trainers want certain behaviors repeated they need to be very specific in the type of positive feedback they give. The more detailed it is, the more likely the behavior or action will be repeated.
3. Describe the Impact
Most team members like to know how their work ties into the bigger picture or the larger scheme of things such as meeting the objectives of the team, reaching a personal or team goal, or getting a new title or rank in the organization.
4. Do Not Overdo It
There are many people who give their team members too much positive feedback. When this occurs the impact of the important feedback is diminished and the praise may seem insincere.
5. Keep It Pure
For example, “Vincent, I want to congratulate you on such an excellent presentation on our new mobile line. The audience recognized all the new features and how those features will be of benefit. I am sure we will sell millions.” At this time it may be good time for a constructive criticism if you have one to add. Remember it is good to congratulate and have the other person feel good but it is even better to help them learn everyday.
6. Keep It Congruent
The verbal, visual and vocal components of the message have to be in sync. Be careful about your body language. If you give a positive feedback but start to lean back or walk away, the impact will be diminished and ineffective. Don’t forget to look the other person in the eyes and make a connection.
7. Do Give It
In many organizations managers are hesitant to give positive feedback. They do not see their managers or their colleagues giving positive feedback. So they don’t either. Effective managers need to break this cycle and give their team members positive feedback when they deserve it.
8. Make It Private (And Public)
There has been a disagreement for many years as to whether or not positive feedback should be given in private or made public. In my opinion, both are appropriate. Find out what your team member prefers and tailor your praise to his style.
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Now you have them, how do you actually implement them?
3 simple little actions!
- Step 1: Specifically describe the behavior or performance that deserves positive feedback: “I like the new design for the cover of our new brochure!“.
- Step 2: Describe why it deserves positive feedback: “The new design is sure to drastically increase sales“.
- Step 3: Give the positive feedback: “Great job Vincent“.
If you implement those three simple steps you will see great result in having your team members achieving great results. And remember, they are looking at you as a leader so everything you do, they will do.
To Your Success,
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