Effective employee feedback is the key to achieving many of your business goals. Whilst negative employee feedback can be effective, nothing is more effective than providing positive feedback.
But as many as 80% of Australian employers either fail to do this entirely or fail to do it often enough to be of any meaningful value. The 20% of employers who do often find that their workforce has a significant advantage over those of their competitors!
Why is positive employee feedback important?
There are several reasons why employee feedback, particularly positive feedback, is important. These are:
- Boost morale - Over 85% of employees report that constructive feedback from employers has the most positive impact on their morale at work.
- Increase employee engagement - Providing feedback on a regular basis helps 98% of employees feel more engaged at work and thus prevents employee burnout.
- Increase employee retention - Workplaces that regularly exchange feedback are 66% more likely to retain their employees as they regularly report higher levels of job satisfaction.
- Improve workplace relationships - By creating a positive feedback culture within your workplace, employees feel they have better relationships with each other as well as management, meaning arguments or disagreements can be settled easier and quicker.
- Increase employee productivity - Studies suggest that repeated and meaningful feedback can increase productivity by as much as 25%!
- It makes employees better rounded - With regular feedback, employees know what their strengths and weaknesses are, and can work on the latter to become better employees.
When should you give positive employee feedback?
But the timing of your feedback is arguably just as important as what you say, after all, you don't want it to come across as insincere, half-hearted, rehearsed and/or like it's not actually meant.
The best time for giving feedback to your employees, both positive and negative is immediately, such as when a project has just been completed. After all, you don't want them to forget about what you're talking about!
That being said, you need to think about context. Particularly if a team member or employee is particularly emotional at that moment, it may be the best time for positive constructive feedback (that you actually mean) or it could be the worst. In other words, ensure you've read the room first.
If it isn't a suitable time, it's best to leave it. Positive feedback should then be given promptly, eg. when you next see or talk to them.
11 positive employee feedback examples
Below are some real-life situations and constructive employee feedback examples you may choose to use in them:
1) Your employee solved or prevented a crisis
Example 1:
"If you didn't know anything about [enter unrelated but useful knowledge], I don't think we'd have signed that huge client. Thanks."
Example 2:
"Thank you so much for arranging that alternative conference room in advance and letting all the other attendees know in advance - that would've been embarrassing if only half the people turned up!"
2) Your employee went to a networking or development event
Example 1:
"I know that guest speaker was a bit incoherent at times, but I know the things you learned from them will bear fruit in the years to come."
Example 2:
"I was thrilled to hear you went to that networking event and made many new connections, I know that will certainly help you succeed when it comes to [enter the personal goal of the employee]."
3) Your employee did something good outside of the workplace
Example 1:
"I heard that you work with quite a few local charities and non-profits. Thank you for this work - the world needs more selfless people like you."
Example 2:
"I know it seems like we always focus on work and the company, but it was heartwarming to hear of the work you did with the local homeless shelter over these last few weeks and wanted to acknowledge that."
4) Your employee led a new project or initiative
Example 1:
"You displayed some very strong leadership skills leading that project. I'd love for the opportunity to work with you again on future projects."
Example 2:
"It's been a pleasure to see you lead your team on this new initiative. I know it's only new but we've already seen an uptick in [enter a goal of the initiative]. Well done."
5) Your employee has an outstanding attendance record
Example 1:
"I've just been looking at some of our files and noticed you've come in every day for [enter timeframe]. I want you to know that I appreciate your dedication and consistency."
Example 2:
"You being here day in, day out is greatly appreciated. I aspire to have your enthusiasm and passion for work."
6) Your employee learned a new soft skill
Example 1:
"I've been thrilled to hear for myself how much you've improved your over-the-phone communication skills. I know you've been doing a lot of work on this and I can assure you it's paying off!"
Example 2:
"Over the last week, your entire team have commented about how much better of a team player you've become. I know it isn't always easy, but your team members and I are really inspired by it."
7) They were praised by someone else
Example 1:
"I've just been talking with [enter supplier/client name]. He says that dealing with you and your positive attitude has been the highlight of his day!"
Example 2:
"[name] in accounting has just told me that the good communication skills you've displayed throughout this project were the difference between us delivering it on time or not. Amazing job!"
8) Your employee simplified a process
Example 1:
"I don't know how long I've been doing [enter process] but I've never thought of doing it that way. You've probably saved everyone a few hundred hours of work every year. Well done."
Example 2:
"Innovation is one of our company's core values. Your way of combining steps one and three and six and seven in the distribution process will help save $5 million per year. Thanks."
9) Your employee changed company culture for the better
Example 1:
"Posing challenging questions isn't always easy, but you hold us to account and keep us honest. Keep up the hard work."
Example 2:
"A lot of companies like to talk about their positive company culture. When we talk of ours, you are the person I think of!"
10) Employee performance has improved
Example 1:
"I know I don't always show it, so I just wanted to take a minute to acknowledge the improvement in your total performance over these last few months, it hasn't gone unnoticed."
Example 2:
"I was so proud to hear that since your last performance review, the total volume of data you've processed has increased by 42%; that's really inspiring."
11) Your employee came to you for help
Example 1:
"I know it's not easy to ask for help - believe me, I'm the same way (only say this if that's true, obviously) - but coming to me for help shows a real maturity, I'm proud that you asked for help first."
Example 2:
"I'm so glad you were honest and told me you weren't sure how to proceed with that project. It allowed me to help you improve, which is something I personally strive to do more often."
12) Your employee reached an important milestone
Example 1:
"I don't know if you know this, but today you made your 1000th sale, that's a huge milestone! Well done!"
Example 2:
"This week marks 15 years since you've been with the company. You've taught me so much in that time. Thank you so much."
Positive vs negative feedback?
Sometimes as an employer, it's impossible to avoid giving your employee negative feedback. Perhaps a project hasn't gone quite right or employee performance is beginning to become an issue and you simply need to provide feedback.
Whilst you might be tempted to go in guns-blazing, it's important that any negative employee feedback comes in the form of constructive criticism - you don't want a potentially trivial issue to blow up and ruin your relationship with that employee.
One of the best ways to avoid this is through effective feedback conversations using the feedback sandwich. This looks a little like this:
Positive feedback + negative feedback + positive feedback (+ additional critical feedback; if relevant)
This will help you convey what your employee needs to do better or improve without coming across as overwhelming negative, or inflammatory.
The best way to do this is through informal feedback (private, in-person feedback). Do not try to do this in things like their annual performance review for the above-mentioned reasons.
Looking to upskill your employees so you can give some more positive feedback? Talk to our team for corporate training solutions tailored to your organisation's needs.
