The art of positive feedback or congratulating Tutorial

Unlock the power of positive feedback in 'The Art of Positive Feedback or Congratulating.' Discover how acknowledging achievements can transform workplace morale and collaboration. This video provides practical tips for expressing gratitude and effectively celebrating successes. Embrace a culture of appreciation to enhance teamwork and motivation. Don't miss out on learning to uplift your team!

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although more than 1/3 consider it to be their manager's first duty.

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How can you give positive feedback to your employees and colleagues?

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How can you congratulate them?

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A study has shown that school children receive 10 times

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more criticism than praise on their work and behavior.

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Does this imbalance occur again in the professional environment?

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I think we are not far from it.

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Do you congratulate your employees?

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Do you expect them to have done an amazing job to deserve it?

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Do you also,

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like many others,

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believe that when a job is well done,

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then it's so normal that there's no point in pointing it out,

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given that positive feedback is a source of motivation.

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You are really missing out on a great lever.

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First,

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let's see what flash congratulation is.

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Most managers say they are uncomfortable exercising positive feedback.

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American culture is more open to positive feedback than European or Asian culture,

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but sometimes these congratulated employees receive so many great,

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wonderful,

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beautiful,

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amazing

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that they don't know if it's really sincere

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and if they should believe them.

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On the other hand,

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many managers with a real desire to be sincere

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admit not knowing how to find the right words.

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If the word congratulations seems,

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in your opinion,

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reserved for special occasions,

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at least learn to say,

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Well done,

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great,

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good job.

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I'm very satisfied.

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It is impeccable.

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It's exactly what I expected.

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The client appreciated it very much.

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I knew I could trust you.

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There are countless words to genuinely express satisfaction.

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Make it obvious either in person or by email,

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and if you feel that there's no positive

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feedback to give to your colleague or employee,

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then maybe it's time to look at the glass

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as half full and or reconsider your standards.

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Two results of positive and sincere feedback are

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motivation and confidence.

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It is therefore worth making the effort.

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Saying good job and moving on to the next point is a form of flash congratulations.

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It's already something

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and every manager has time for this.

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Good job takes 2 seconds.

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Don't tell me you don't have time for a flash congratulation.

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Second point of this video on positive feedback,

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let's see how to capitalize on success.

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You can go further than just giving a flash congratulation.

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sharing about success,

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asking questions and rephrasing the answers will

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allow you to capitalize on success.

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I invite you to occasionally organize real 1 to 1

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positive feedback meetings and bring out the best from them

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in order to savor the success and reproduce it.

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Capitalize.

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Requires questioning.

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For this purpose,

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when faced with a satisfactory job,

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ask your interlocutor

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what did they do exactly to get that success,

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what they liked and disliked,

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the qualities they had to show,

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the difficulties they encountered,

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and how they overcame them.

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Who are the allies they relied on?

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What did they learn?

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What would they do if the project was given to them for the first time today?

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How differently would they do their job tomorrow

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based on what they learned?

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What do they suggest to go further on

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the project from a perspective of continuous employment?

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Yes,

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dare to conduct congratulatory meetings by capitalizing on success,

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by digging,

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by asking the right questions.

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Third tip of this video

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how to manage the reactions to positive feedback.

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So

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how will your interlocutor react to positive feedback?

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They may be surprised by your positive feedback.

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That's OK.

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Tell them that it's normal.

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Give details of the reasons for your satisfaction.

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They may be embarrassed by your positive feedback.

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That's OK.

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Even though they seem embarrassed and don't want us to dwell on it,

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odds are they are touched.

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Then again.

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If they're embarrassed,

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it may be because no one has given them positive feedback before.

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It's time to fix it

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and put positive feedback

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into the corporate culture.

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Your interlocutor may be suspicious of your praise.

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They may fear that you are looking for something in return,

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that you are looking to put more work on them.

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Is that the case?

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If you do indeed want to give them a new assignment,

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don't beat around the bush with continuous congratulations.

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Finally,

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and this is the reason many managers do not dare to give positive feedback.

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They fear that their congratulations will raise unrealistic expectations.

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They fear that the employee will take your satisfaction for

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their own interest to ask for a reward in return.

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Perhaps

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they will take the opportunity to ask for a pay rise that you cannot grant them.

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That's OK.

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Don't let that stop you from giving positive feedback.

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Be prepared for these reactions.

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Be prepared.

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To disappoint the expectations

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that they could express following your positive feedback,

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anticipate these reactions and prepare your answers for them.

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For sure you can give positive feedback

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without adding financial rewards to it.

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So

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don't censor yourself in expressing kudos because you fear

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that they will ask you for something in return.

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That's OK.

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You can answer yes to their request or no,

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simple as that.

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Regardless of your interlocutor's reaction,

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be brave and keep on giving positive feedback and

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capitalizing on successes by adjusting to who they are.

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Fourth tip,

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understand the dynamics of the positive feedback contagion.

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Indeed,

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another advantage of positive feedback is that it's contagious.

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Since you give it,

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you will receive it.

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You will notice that your coworkers will begin to

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give good feedback to each other in the team

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more and more spontaneously.

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Finally,

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a reminder on the road to positive feedback.

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Also give positive feedback to your peers and your superiors.

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Be happy for them for their success.

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Show them your admiration.

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Show them what you liked,

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gained,

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and learnt in the work you did together.

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Tell them what you remembered and appreciated from their input

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during the last meeting.

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I particularly appreciated your input yesterday during the meeting,

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Sonya.

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I learnt a lot about the organization by observing the way you work on such files,

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Robin.

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I invite you to give feedback to your colleagues and

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your superiors without putting yourself in a low position,

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nor putting yourself in a high position.

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Positive feedback is not just a managerial tool

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targeted at employees.

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It's a value,

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a culture,

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the culture of feedback to develop within any company.

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In order to promote

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learning and wellbeing

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and to stimulate motivation and performance.

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