Giving Effective Performance Feedback for a Strong Performer

Guest Blogger, Amy Maranowicz: Even Positive Feedback Needs to Be Thought-through

We know how important it is to give positive feedback for work well done. I especially believe this but can tend toward over-doing delivering positive feedback. Have you ever delivered positive feedback to someone who has done an exceptional job only to have them say, I am not quite sure what you mean or I don’t like compliments?

In a meeting, years ago, with a manager and an external consultant I responded to the manager’s comment about the strength of his team by stating, “That is because you are a good manager”. And he immediately replied to me, “You know I don’t like compliments”. I thought, oops I overdid it again.

Interesting dilemma; we all know we should provide positive feedback, but how do we make it constructive, well-received and understood? How do we keep propelling that positive work forward?

Make it specific. Identify the critical strengths demonstrated that lead to results. Was it because they were applying their best efforts to complete the work? If so, what were their efforts and the results? In my case, what did saying you’re a good manager mean? Not much - my feedback would have been more effective and well-received if I provided specific information relative to why I felt he was a good manager.

Consider the Receiver. Consider who you are delivering the feedback to. Is this someone who likes to be highlighted and publicly recognized or is it someone who prefers quiet and very concrete feedback? In this case, I should have delivered this feedback with just him and me.

Keep Your Message Succinct. Have the feedback be short and sweet with the right amount of supporting context. If you say too much the individual will get lost in what you are trying to say.

Be Sincere. We can tell when someone is not being sincere. Reflect on whether or not you are being genuine. I know that I was generally excited about this manager and felt that he was a role model for our organization.

Create Insights. After sharing the feedback, allow for conversations, questions and input regarding the positive feedback. Ask them what do they think helped contribute to them being successful. This helps the recipient absorb what they did and what made it successful and how they continue doing the same exceptional work in the future.

Example in Action:
How should I have given the positive feedback to this manager?

• Keep Your Message Succinct: “You are highly engaged in the growth of your team"
• Consider the Receiver: “You provided a supportive environment for your team to generate ideas”
• Make it specific: “As a result your team is coming up with many new ideas to create efficiencies for the organization that have reduced operating costs by 15% this year.”
• Create Insights: “How do you think you allowed these efficiencies to be realized? What was your role in this?”

 - Amy Maranowicz, Organizational Development and Training Manager