Positive feedback @ workplace

1. Positive Feedback @ Work Place
Importance of Positive Feedback
Feedback is very important and it is essential as it plays an
important role in the overall success of the organisation.
Giving regular feedback provides an opportunity to everyone
to look at their shortcomings and improve upon the same.
Feedback also provides solutions to problems. It helps the
organisation to grow.
Benefits of Positive Feedback
 It is a means of finding out the unexpressed aspects of
the work-force and whether they are in line with the
goals of the organisation or not. It also helps in obtaining
the goals and expectation of the management

2.  It helps in taking the next step towards improving the
efficiency of the work-force and organisation to plan
realistic actions towards the aspired goals.
 Sometime policies will be changed based on the
feedback as ground realities come into picture
Ways to Give Positive Feedback
Feedback delivery at the right time works wonders. Many a
time there is a delay in providing the proper feedback
irrespective of the size of the organisation. Sometimes the
issue maybe with the way the feedback is provided. Few ways
are discussed below.
 Get The Tone Right
Feedback should always be considered as positive only if it
motivates the person to improve and work upon the
performance and not the other way around.
Make the person feel comfortable and state the context that
the bone of contention or issue is related to a particular area of
work and not with the person itself. This will help the person
to understand that it is for their betterment. They will wait for
the next round of feedback when taken in the right stride and
not dread to think of it. When the work becomes unproductive
then the person who provided feedback should also reflect

3. upon the feedback session and discuss and make things to
move in the right direction.
 Provide Positive Strokes
When feed backs are positive there is an openness in
accepting the feedback. People will be eager to try out new
ideas and directions. On the other hand, negative feedback
evokes a sense of anger and danger within the person
receiving the same. The panic button is hit, however if
negative feedback cannot be avoided in certain situations,
there has to be constant follow-up at regular intervals so that
the person delivers positive outcome.
 Be Sincere
If your tone and manner don't match the context of the
feedback itself, you could send out a mixed message that

4. confuses the recipient. If the feedback is positive, let your
emotions also indicate that you appreciate their efforts. For
negative feedback, a more concerned tone will show that you
believe the problem should be taken seriously. Most
importantly, always try to avoid displaying negative emotions
such as anger, sarcasm or disappointment, as they are likely to
be perceived as personal criticism.
 Appreciate Employees
Everyone loves to be appreciated. Sincere appreciation to the
team member when they have gone out of their way works as
a propeller of enthusiasm. It does not take much time to
appreciate but it has far reaching effects. Coaching an
underperforming employee takes more time as compared to
regular appreciation. Saying the right thing matters a lot. A
simple “thank you” or “good job” can do a lot to show
employees they are appreciated.

5.  Feedback is not Criticism
Unpleasant conversations are inevitable in many situations
when things go wrong. When these conversations are not done
at the proper time the organisation suffers as people may not
be able to realise it themselves. The focus should be always
towards the behaviour of workforce and what they do rather
than what they are like.
Do not target a person and always avoid criticism. Stick on to
the constructive feedback of work force actions.
Always work towards finding a solution to recurring issues.
Instead of approaching a team member and addressing the
issue with provoking words “You are always late”. Always
explain the effect of such behaviour on other staff members
and arrive at finding a solution together.
Even with all reasoning and conveying message when things
don’t work, have a positive attitude to start with.
Maintain Clear Conversation
Always be specific when feedback is being provided. Identify
the issue and address it directly and be clear on the expected
outcome.

6. Comment below with your thoughts. Watch this space
for more insights on healthy mindset for self-
leadership. Want to bring about the culture of progress,
performance and productivity for maximizing your profits,
attend our Turning Point– Turn in and Tune in workshop.
Mail us at turningpoint@hasovan.com for more details.
Our team would be happy to get in touch. Catch the
work-place philosophy of various companies in the book
“Erupt with Joy” by Savitha Hosamane.