Any
kind of feedback—positive or negative—should be used to motivate the listener
to adopt and reinforce desired behaviors.
Effective
feedback is conveyed regularly and in timely fashion. Negative feedback should be given sensitively
but objectively and specifically. And positive feedback should, according to performance management training experts, be given appropriately…in the proper
manner and when it has been earned.
Here
are two “rules” that should guide effective use of positive feedback.
- Be specific and avoid praising innate attributes. Praising someone’s intelligence, for example, is far less effective than praising their sincere efforts to learn something new. Cite a specific instance of the behavior you want to encourage.
- Do not mix the positive with the negative. Many managers try to “soften the blow” of negative feedback by leading off with positive feedback. However, this method diminishes what was done well when it is so quickly followed by what was not done well. If you have a criticism, begin with a sincere comment that shows you have the recipient’s best interest at heart. Your intention should be to support not squelch attempts to do it right.
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