Amid reports, meetings, phone calls, projects and deadlines, taking the time to develop your workforce can be put to the bottom of the list - but doing so is very risky. An engaged workforce is critical to success. Tony Schwartz advises that the single highest driver of engagement, according to a worldwide study conducted by Towers Watson, is whether or not workers feel their managers are genuinely interested in their wellbeing.

He also comments that unfortunately, we are more comfortable giving ‘constructive’ or downright negative feedback, and the impact on people as a result of negative emotions — and more specifically the feeling of being devalued — is incredibly toxic.

In the workplace itself, research shows that among high-performing teams, the expression of positive feedback outweighs that of negative of by a ratio of 5-1. Sadly though, heartfelt appreciation is a muscle we’ve not spent much time building, or felt encouraged to build. But doing so is simple, and a thank you is free.

Here are three simple steps for giving effective positive feedback:

  1. Be sincere. Only give feedback that is genuine. Authenicity is a critical part of your leadership and personal reputation.
  1. Be immediate and specific – take the time and give direct feedback. Outline what they did that was positive and outline the impact this had on the team, you, the business. Make it clear you are acknowledging their effort specifically.
  1. Repeat! When there is an appropriate situation, give the feedback. Don’t do it once a year – do it every time someone deserves it.

 

Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish. —Sam Walton

 

PS: a reminder that leadership isn't about job title or status, anyone can be a leader!