The most effective encouragement for positive performance is positive feedback – it’s also the best way to reinforce that desired behaviour for the future.
Here are some guidelines for doing just that:
Be sincere. Giving positive feedback can backfire if it’s not perceived as genuine. Most people are experts, or at least think they are, at reading the sincerity of their manager. Faking positive feedback is risky. Be sincere … or wait until you can be.
Be quick. The sooner you give feedback after the behaviour you’re trying to reinforce, the better your results will be. If you only give positive feedback at performance review time or on other formal occasions, you miss a major leverage point for improving productivity.
Give feedback often. There’s a significant difference in the perceptions of managers and their followers as to how often positive feedback is given. Don’t be fooled into thinking you recognise positive behaviour too often. Do it twice as often as you think you should, and you’ll have a good chance of meeting your employees’ needs.
