How can you prevent conflicts with positive feedback?

Choosing the right time, place, and context can greatly impact how well your feedback is received and understood by the person. It's important to create an environment where they can genuinely appreciate the feedback and have an open conversation without any negative emotions.

Timing is key when giving good constructive feedback. The longer you wait to address the issue, the more difficult it is to coach someone. Constructive feedback allows space for reflection. So don’t let too much time pass because the person will find it difficult to recall the issue. I ensure to wait until my next 1:1 to provide the feedback by guiding them in reflective questions relevant to their performance. This enhances their critical thinking skills and becomes a teachable moment for them and you as a supervisor.

Providing specific examples and tying the positive feedback to both the individual's personal goals and the organization's mission helps make the feedback more meaningful and actionable. Concrete evidence demonstrates that you've taken notice of their contributions and are invested in their progress. This approach not only acknowledges their efforts but also encourages their continued growth within the company.

Do you find yourself dreading those once a year family gatherings because you’ve observed all the conflict that was bottled up for months explodes in those few days together? Don’t let that happen with your people by waiting to address all of the issues during the annual performance review. In fact, the my mentor once told me that a good supervisor will provide you with areas of growth during your annual review that you two have already talked about. The annual review shouldn’t come as a surprise, rather a way of holding people accountable of what has already been discussed.

The best way to be authentic and genuine for me has been to give feedback directly. Make your statement once and move on. Don’t continuously repeat yourself because it can bring shame. Highlight their skills you have observed that can help them overcome the issue. In fact, personalize your feedback!

Positive feedback should be genuine and heartfelt, not fake or forced. You want to avoid exaggerating, overdoing, or sugarcoating your feedback, as this may come across as insincere, patronizing, or manipulative. You also want to avoid giving feedback for the sake of giving feedback, or as a way to balance out negative feedback. Instead, you want to give feedback when you truly feel impressed, inspired, or grateful for the person's work, attitude, or behavior, and when you can express your feedback with enthusiasm, warmth, and honesty.

Positive feedback is constructive feedback. The foundational principle in my supervisory philosophy is the inherit responsibility I have to invest in my folks. To create a welcoming and safe environment is part of that principle where I welcome independent and critical thought. This creates a respectful and constructive space whereby providing feedback is always welcome. I’ve developed a space where we complete a project altogether and then discern as a group how the project went. The discernment process after any team project is critical for developing a culture of assessment. A simple pros and cons discussion allows for others to be reflective in providing positive feedback too.

You've highlighted a crucial aspect of giving positive feedback. Maintaining respect and providing feedback that is constructive helps ensure a positive and productive interaction. Treating individuals as unique and recognizing their strengths while suggesting improvements fosters an environment where they can continue to grow and thrive without feeling belittled or discouraged.

Positive feedback should be consistent and follow up, not sporadic or forgotten. You want to avoid giving feedback only once in a while, or only when something exceptional happens, as this may make your feedback seem rare, random, or conditional. You also want to avoid giving feedback without following up, or without acknowledging the person's progress or results, as this may make your feedback seem shallow, meaningless, or unimportant. Instead, you want to give feedback regularly, consistently, and proportionally, and follow up with encouragement, recognition, or rewards. Positive feedback can be a powerful tool for preventing conflicts and enhancing relationships in the workplace.