The power of positive feedback in the workplace – and how to get it right

Women looking happy at work

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The power of positive feedback in the workplace – and how to get it right

By Anna Bartter

2 years ago

5 min read

Everyone likes hearing how well they’re doing, and positive feedback in the workplace has been shown to improve productivity and promote engagement. Here’s how to do it properly. 


When was the last time someone praised your work? Think back to how it made you feel. Chances are, it felt pretty good. And it probably also spurred you on to achieve even moreResearch shows that performance is significantly boosted following positive feedback, compared to failure feedback.

And in an age of quiet quitting, acting-our-wage and bare-minimum Mondays, it’s never been more important for us to understand what makes us – and our colleagues – tick. But how can we maintain a positive culture in the workplace without slipping into toxic positivity

Here’s how to both give and accept positive feedback. 

What is positive feedback and why is it important?

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It’s worth taking a moment here to define positive feedback – we’re not talking about endless enthusiasm and praise. Sometimes, we need to be told where we’re falling short or we run the risk of lack of growth and development. But it seems how we’re given this feedback is key.

“Positive feedback really does equal a positive culture at work,” advises Beth Stallwood, founder of Create WorkJoy and author of WorkJoy: A Toolkit For A Better Working Life.

“Positive feedback is a key feature of genuinely positive workplace cultures (not those toxically positive and horribly fake ones). When delivered well, it enables individuals and teams to understand their strengths and expand how, when and where they use their superpowers. The reinforcement provided builds self-belief, which translates into better engagement, productivity and, ultimately, performance at work.”

Research has shown that we change when we feel successful, and experts agree that harnessing the power of positive feedback should be at the centre of every business, no matter the size.

How to give positive feedback 

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We all have to give feedback at times, no matter how junior or senior we are. And becoming comfortable with doing it will stand you in good stead as you progress through the ranks of your workplace.

“To be great at giving feedback you need to do it regularly, so it becomes a habit and part of the rhythm of your relationship,” advises Stallwood. “You need to give it with clarity – saying it as you see it, directly and always with the right intent (never to get something off your chest!)”

And if you feel like feedback is always a ‘bad’ thing – focus on compliments and praise when you’re thinking about what to say. “This helps build confidence and trust that you are on someone’s side,” says Stallwood. “Remember to be super specific about what they did, why it was great, what you’re grateful for and what the impact was. Do this as regularly as you possibly can – in the moment as well as in formal settings such as an appraisal.”

Top tips for giving feedback well

Get your timing right

Make sure you’re in the right environment and timing (doing it when someone’s in a crisis or trying to leave the office probably won’t work).

Start with an open question 

Building self-awareness in people is key to sustainable development, so always ask them what they thought of their own performance first. A simple ‘what did you think went well’ works a treat.

Be specific

“Simply saying ‘That was great!’ isn’t super helpful,” says Stallwood. “It doesn’t have to be War And Peace, but saying something simple and focusing in on what was great and the impact it had is enough.”

Try describing what you noticed the person do that reflected a unique talent or strength. Being specific means they know exactly what to build on.

Get the ratio right

And remember – it’s not just about saying good things. To have a constructive balance, you need to find the magic ratio of good to bad – and the experts agree that this is more or less 5:1, where you’re giving five positive reinforcements for every one constructive feedback. 

Remember to be super specific

Beth Stallwood

 How to avoid toxic positivity  

The key to not slipping into toxic positivity territory is balance, and an open and honest culture of communication. 

“Sometimes, you can think you’re being constructive, but you seem to be missing the mark and your feedback can perceived as criticism thinly veiled as positivity,” says Dr Gary Crotaz, executive coach, award-winning author, keynote speaker and host of the hit podcast The Unlock Moment.

“Remember, we’re not looking for cheerleading or toxic positivity here. Focus in on positive, strengths-based feedback. Think about what makes the team member unique, how their decisions and actions are distinctive and how they can bring their strengths even more into play in future.”

Then explain how it had a positive impact on the people around them or the team outcomes. “Making those connections will make them want to do it again and again,” says Dr Crotaz, creating a positive spiral of performance. 

“Finally, use a coaching approach to invite people to explore how to develop the talent or strength you identified,” says Dr Crotaz. “This means they can bring it into play more often and with even greater impact – when you invite them to figure out their own path, you empower them and demonstrate trust.”

How to give more challenging feedback 

There are always going to be times – in work, and in life – when you have to have uncomfortable conversations, and we’re not suggesting you shy away from these. The key is knowing how to phrase criticisms to get your message across without causing offence.

“Try conversation starters such as ‘I notice that we get the best of you when…’ or ‘I really appreciate that we can count on you in these tricky situations,’” offers Dr Crotaz. “Research shows that employees who receive strengths-based feedback have increased performance (8-18%), lower attrition (20-73%) and higher employee engagement (7-23%). You’ll see the impact in the employee, the team around them and your wider business performance. So give strengths-based feedback a try and see your people blossom!”

Once you’ve mastered this, you can sit back and wait for the compliments to start rolling in at your next 360. 


Images: Getty

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