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Positive feedback goes beyond the ‘like’ button

"Meaningful feedback is more critical as teams transition to hybrid work models," said Missy Clements, 7DOTS' client experience director

Business leaders must prioritise providing meaningful, rather than mindless, feedback.

In today's world of constant social media pings, busier schedules and shorter attention spans, it's easy to fall into the trap of mindless feedback, both online and offline. A quick thumbs up or a generic "good job" might seem sufficient, but it doesn't tell the whole story. In fact, it can be detrimental when perceived as generic or inauthentic.

Social media platforms, with their easy "like" buttons and emoji reactions have fuelled an unthinking feedback culture. While these features offer a quick way to acknowledge someone, they lack substance. A simple "like" doesn't tell someone what you truly appreciated about their work. This ease of mindless praise can unfortunately bleed into other areas of our lives, including the workplace, facilitated by business communication platforms like Slack.

Yet the need for meaningful feedback has become more critical than ever as teams transition to more hybrid work models with less physical connection. By providing specific, positive feedback, we can bridge this gap, creating a sense of connection and belonging even when working virtually.

Be specific

Don't just say: "Good job." Specific praise isn’t just complimenting an employee on having done something well, the equivalent of the social media like, it is a fully detailed recognition of a specific action, behaviour or outcome.

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Read more: Why employee feedback does not have to be cumbersome

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It is important to call out specifically what the employee did well, and also to focus on why it was successful. As well as offering the dopamine hit of praise, it offers a learning opportunity so that you can encourage more of the same behaviour.

For example: "Your collaborative efforts on the new client onboarding process were fantastic." Go into more detail about why it landed well. "Clients have praised the smooth and efficient transition, which has helped enhance our reputation with them."

It’s not just a morale booster. In a more digitally remote world, this kind of feedback offers a meaningful way to connect with your team members, acknowledging their unique contributions and strengths.

 

Be timely

Give feedback straight after the positive behaviour happens. This reinforces the connection between the action and the praise. 

When a desired behaviour is followed by a positive reinforcement (like praise), it strengthens the association between the behaviour and the positive outcome. The closer the reinforcement is to the behaviour, the stronger the association becomes.

Timely feedback is more likely to encode a positive memory and reinforce positive behaviours. It also demonstrates your prioritisation of employee development and shows the employee their achievement is valued.

 

Be authentic

In our digital world, forced compliments can feel insincere and damage trust. Focus on authenticity. Highlight what specifically impressed you and the impact it had. This personal touch shows you genuinely care and avoids sounding robotic. An example here could be linking it back to the individual's values if you know them (and you really should) to make it truly resonate.

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Read more: Three steps to end the gender divide in job feedback

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Anything that speaks to bringing joy and making a positive impact fuels me personally, so feedback linked to my values could sound like: "Your authentic approach and dedication to building genuine connections have not only enhanced our clients' trust in us but also brightened their entire experience with our agency."

 

Focus on growth

Positive feedback should encourage the recipient to keep improving. And the reinforcement of specific praise promotes a growth mindset. By highlighting what an employee does well, it encourages them to continue improving and developing their skills.

This supports a culture of continuous learning and growth, driving overall team performance and productivity. Even when praising good work, consider mentioning potential areas for further development to maximise the learning opportunity.

 

Choosing the right feedback channel

Consider the situation and choose the method of communication that will resonate most effectively. For significant achievements or when navigating sensitive feedback, in-person or phone calls remain powerful options. These traditional approaches allow for conversation and build a deeper connection.

Digital platforms can also be valuable tools but it's important to use them strategically. Consider a dedicated kudos channel on Slack or whichever business communication platform you use, where you can publicly recognise achievements and boost team spirit. For more targeted appreciation, a private message can be the way to go.

 

Missy Clements is client experience director for 7DOTS