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The Importance of Celebrating Wins with Positive Feedback

By Ben Murphy

The Importance of Celebrating Wins with Positive Feedback

By Ben Murphy

As managers, it can be far too easy to focus on the growth areas for our employees. After all, that tends to be what sticks out to us the most because of the pressure and stress it can add. However, if constructive feedback is the only feedback your people receive from you, you likely are demotivating your people more than you’d think – and that has a huge impact on engagement and performance. 

Now that isn’t to say that you need to be the “best friend” kind of boss or never address areas of concern with your employees. Just like the most successful athletic coaches, managers that can offer both positive and constructive feedback are the ones that truly set their people up to win together. 

How to Give Positive Feedback 

How many times have you been told you did a “good job”? Probably more than you could remember. “Good job” is essentially a meaningless phrase. While the intentions are good, it’s tossed about so much and requires so little effort that it doesn’t really mean a whole lot. So how do you tell someone they’ve done a good job without those words? By offering specific, positive feedback. 

Positive feedback is a key part of a successful work relationship because it not only lets people know that they’re doing their job well, but it makes them feel good about the job they’re doing. It lets them know that you see them and their efforts/progress, and that you care enough about both of those things to actually say something. 

The most effective positive feedback is specific to an event, action, or accomplishment. It says, “Hey, I saw you go above and beyond to help Joe out with his project when you had your own things to worry about. You didn’t even hesitate, you just jumped right in to help. Thanks for putting others first and living out servanthood!” 

When employees hear this kind of feedback from their managers, it tells them that they are worth more than just the revenue they can generate. As a People-first culture, this is what we love to foster because it naturally brings out the best in everyone! 

However, to truly have the greatest impact in celebrating your peoples’ wins, you want to encourage them in a way that’s meaningful to them as an individual. Sounds like a lot more work? That’s where Manage 4 Performance™ steps in. 

Spotlight the Good with M4P 

The Manage for Performance™ (M4P) approach doesn’t use a blanket system to acknowledge successes. Instead, it equips managers to learn about each of their employees as a unique, whole person – to know what makes them tick, what motivates them, how they prefer to interact with others – so that they can easily custom-tailor their management approach to every one of their team members. Remember, you’re most effective as a manager when you are managing to that individual – not using generic, one-size-fits-all approaches.  

With Manage 4 Performance™ each person in your organization has documented goals (or what we like to call performance objectives). When goals are achieved or steps toward the goal are reached, your employees can easily can see the progress they’re making right in the software. Not only that, but their manager sees this progress – and that’s what sets you up to be able to acknowledge and celebrate success. 

Know Your People 

Having frequent 1:1 coaching conversations (we personally like quarterly conversations and weekly 1:1 meetings) to communicate with your employees can make giving positive feedback much easier and more natural. It helps managers and employees connect on a personal level, it cements relationships and understanding, and it’s a good time to discuss performance metrics (the good and the areas for improvement).  

What you’ll learn in your 1:1 conversations with your team is what makes them tick. While one employee may love public recognition and a call out in front of the team for his good efforts, another may shy away from that sort of recognition and would rather find a favorite treat on their desk with a note thanking them for their performance.  

Imagine how appreciated these two individuals would feel if they were acknowledged regularly for their good efforts in ways they prefer, ways that align with who they are and what they value. 

What Happens When Employees Feel Appreciated? 

Although as managers and leaders we should want to appreciate each of our employees just because, there is an added bonus – meaningful, authentic appreciation boosts performance. An employee who feels good about their performance will feel good about their job and continue to do well.  

But it even goes beyond the motivation piece. When you recognize that a job is being done well, the employee knows that they’re doing it right. There’s no confusion or assumptions, and there’s a lot less apathy because they’re clear on their task and their level of achievement. 

AND it even goes further. As managers are consistently giving positive feedback, that positivity becomes contagious. Instead of this being only from the top down, it becomes embedded into your company culture – your DNA. Now instead of leaders being the only ones to show appreciation and recognition, employees start calling out the good they see in their peers. This ripple effect can revolutionize your engagement and retention. 

The end result of positive feedback is a team that does their job with excellence, a company that wins and has elevated performance, and employee engagement that drastically decreases turnover. It’s an all around winning situation. Manage 4 Performance™ helps you recognize and celebrate the wins in a way that is truly impactful for your employees, bringing out the best in your people. 

As managers, it can be far too easy to focus on the growth areas for our employees. After all, that tends to be what sticks out to us the most because of the pressure and stress it can add. However, if constructive feedback is the only feedback your people receive from you, you likely are demotivating your people more than you’d think – and that has a huge impact on engagement and performance. 

Now that isn’t to say that you need to be the “best friend” kind of boss or never address areas of concern with your employees. Just like the most successful athletic coaches, managers that can offer both positive and constructive feedback are the ones that truly set their people up to win together. 

How to Give Positive Feedback 

How many times have you been told you did a “good job”? Probably more than you could remember. “Good job” is essentially a meaningless phrase. While the intentions are good, it’s tossed about so much and requires so little effort that it doesn’t really mean a whole lot. So how do you tell someone they’ve done a good job without those words? By offering specific, positive feedback. 

Positive feedback is a key part of a successful work relationship because it not only lets people know that they’re doing their job well, but it makes them feel good about the job they’re doing. It lets them know that you see them and their efforts/progress, and that you care enough about both of those things to actually say something. 

The most effective positive feedback is specific to an event, action, or accomplishment. It says, “Hey, I saw you go above and beyond to help Joe out with his project when you had your own things to worry about. You didn’t even hesitate, you just jumped right in to help. Thanks for putting others first and living out servanthood!” 

When employees hear this kind of feedback from their managers, it tells them that they are worth more than just the revenue they can generate. As a People-first culture, this is what we love to foster because it naturally brings out the best in everyone! 

However, to truly have the greatest impact in celebrating your peoples’ wins, you want to encourage them in a way that’s meaningful to them as an individual. Sounds like a lot more work? That’s where Manage 4 Performance™ steps in. 

Spotlight the Good with M4P 

The Manage for Performance™ (M4P) approach doesn’t use a blanket system to acknowledge successes. Instead, it equips managers to learn about each of their employees as a unique, whole person – to know what makes them tick, what motivates them, how they prefer to interact with others – so that they can easily custom-tailor their management approach to every one of their team members. Remember, you’re most effective as a manager when you are managing to that individual – not using generic, one-size-fits-all approaches.  

With Manage 4 Performance™ each person in your organization has documented goals (or what we like to call performance objectives). When goals are achieved or steps toward the goal are reached, your employees can easily can see the progress they’re making right in the software. Not only that, but their manager sees this progress – and that’s what sets you up to be able to acknowledge and celebrate success. 

Know Your People 

Having frequent 1:1 coaching conversations (we personally like quarterly conversations and weekly 1:1 meetings) to communicate with your employees can make giving positive feedback much easier and more natural. It helps managers and employees connect on a personal level, it cements relationships and understanding, and it’s a good time to discuss performance metrics (the good and the areas for improvement).  

What you’ll learn in your 1:1 conversations with your team is what makes them tick. While one employee may love public recognition and a call out in front of the team for his good efforts, another may shy away from that sort of recognition and would rather find a favorite treat on their desk with a note thanking them for their performance.  

Imagine how appreciated these two individuals would feel if they were acknowledged regularly for their good efforts in ways they prefer, ways that align with who they are and what they value. 

What Happens When Employees Feel Appreciated? 

Although as managers and leaders we should want to appreciate each of our employees just because, there is an added bonus – meaningful, authentic appreciation boosts performance. An employee who feels good about their performance will feel good about their job and continue to do well.  

But it even goes beyond the motivation piece. When you recognize that a job is being done well, the employee knows that they’re doing it right. There’s no confusion or assumptions, and there’s a lot less apathy because they’re clear on their task and their level of achievement. 

AND it even goes further. As managers are consistently giving positive feedback, that positivity becomes contagious. Instead of this being only from the top down, it becomes embedded into your company culture – your DNA. Now instead of leaders being the only ones to show appreciation and recognition, employees start calling out the good they see in their peers. This ripple effect can revolutionize your engagement and retention. 

The end result of positive feedback is a team that does their job with excellence, a company that wins and has elevated performance, and employee engagement that drastically decreases turnover. It’s an all around winning situation. Manage 4 Performance™ helps you recognize and celebrate the wins in a way that is truly impactful for your employees, bringing out the best in your people. 

 

 

Post Categories: Insights
Date Published: Aug 30, 2021
Post Categories: Insights
Date Published: Aug 30, 2021