Do the preparation task first. Then read the text and do the exercises.
Preparation
Your manager stops you and says she needs to have a word about your performance in the recent project. You worry about it all weekend, wondering what you might have done wrong. When you step into her office on Monday morning she begins by praising you for the good work you've done on the project, and you wonder if this is the obligatory praise that starts off the typical 'feedback sandwich'. You know how the feedback sandwich goes: say something nice, say what you really want to say, say something nice again.
In an attempt to inject some positivity into their feedback, many managers rely on sandwiching negative feedback between two positive comments. However, when feedback becomes such a routine, employees can start to perceive positive feedback as simply a form of sugarcoating the negatives, thus diminishing its value. Instead, positive feedback should not simply be seen as something to cushion the negative, but should be delivered so as to reinforce and encourage good performance. Below are three tips to help you make positive feedback count.
1. Don't always follow positive feedback with negative feedback
When positive and negative feedback always appear to go hand in hand, the positives can become devalued and ignored. Ensure there are times when positive feedback is given for its own sake and resist the temptation to offer constructive criticism.
2. Cultivate a 'growth mindset'
Psychologist and 'growth mindset' proponent Carol Dweck spoke of the plasticity of the brain and our ability to develop skills and talents that we might not have been good at to start with. Many of us tend to focus our praise on the end result and seemingly innate talents, e.g. 'You really have an eye for details' or 'You have a real talent for organising events'. However, research suggests that by focusing on the process of how things are done – praising effort, experimentation and problem-solving strategies – we can encourage the development of new skills and the continued honing of talents.
3. Create a culture of offering positive feedback
Make giving positive feedback part of your team/department/company culture. Don't just wait for special moments like appraisals to give feedback. Offer informal positive feedback when making small talk or when walking down a corridor. Feedback doesn't have to only come from the higher ranks either. Encourage peer feedback among team members and colleagues and actively ask them for positive comments on each other's performances on tasks.
It might take time to counter the effects of an environment where there is a cynical view of positive feedback, but in the long run, by embracing positive feedback, you can not only enhance working performance but also enrich the quality of life in the workplace.
I would like to ask you how to respond to a positive compliment in a conversation. Could you please help me to choose an appropriate answer with an explanation? Thanks a lot!
Tom: You're a great dancer. I wish I could do half as well as you.
Mary: __________I'm an awful dancer!
A. That's a nice compliment!
B. You've got to be kidding!
C. You're too kind.
D. Oh, thank you very much.
Hello tunalee,
Both B and C could work here.
Best wishes,
Kirk
LearnEnglish team
Well, although it’s important to tell someone when it’s wrong and how could do things better I think It’s really important as well to tell that person when it’s doing the right thing and ecourage to continue enhance the performance of their roll in a team in order to achive the goals.
Thanks for the lesson.
Great site.
As for me, giving motivating feedback should depend on the type of person because all people are different, and some like to be appreciated during informal gatherings while others would prefer to get praise in a personal meeting without other employees.
I think sometimes we can be lazy or underestimate the impact of positive feedback, so it's good to empathize and be more expressive about positive things. This will be better for both individuals.
In general, when giving positive or negative feedback to another person, try to be honest and serious and speak from your heart. Maybe you remember some situations where you were given feedback and how it felt. When I think of my own memories, it motivated me acknowledging true feedback, meant to help you grow and/or being proud of yourself. If you trust the person who gives you negative feedback and see their genuin intent, it really is your chance to grow. So if your colleagues, friends or family trust you and see your sincere intentions, they will respect you and value your feedback and your opinion; and they may give it back.
As for me, if person try something new, we should encourage and motivate him in it, because he can open for himself new talents. But we shoudn`t overuse positive feedback, sometimes, it`s necessary to say adequately critic. Person won`t take offence, if he doesn`t behave like kid.
I think that a positive and negative feedback it's always good because when is a negative feedback helps you to be better every day and do not make the same mistake 2 or 3 times and when is a positive feedback makes you feel great
I think we should separate negative and positive feedback for the begginig. Talk about the negative feedback first and then about the positive feedback, because the person who is receiving the feedback always keep more focuses on the first words and that is the important point when we do a negative feedback. And finally talk about the positive feedback will make them feel more motivated and confortable.
I think that positive feedback from our managers and supervisors is necessary, so we do not receive always negative feedback. In my current job one of our leaders used to refer to us with a feedback that made us feel insecure, with low self-esteem and umconfortable when asking. Fortunatley, this situation has changed and we can have a word wit our new leader who is understanding, nice and respectful. Also our Supervisors cheer us up when we have a good performing time and logg early.