How do you give feedback and recognition in challenging situations?

Ah, the age-old debate of feedback and recognition. Yes, feedback is important for growth, but bombarding employees with critiques on a regular basis can lead to demotivation and a sense of inadequacy. Recognition, on the other hand, is a powerful tool that celebrates achievements and boosts morale, but it shouldn't be treated as a sporadic afterthought. It should be integrated into the team culture and given when deserved, providing a meaningful appreciation for sustained efforts and exceptional results. A balanced approach that combines constructive feedback with genuine recognition will create a healthier and more productive work environment.

Most leaders think: Feedback = Something to improve Whilst productive leaders know: Feedback = What's done well and what can be done even better Recognition on the other hand is appreciation of the effort whether the result is achieved or not. #TheGoodBusy

I disagree with the content of the original article saying that recognition should be given only occasionally, and data coming from Gallup on employee engagement numbers on the decline and from McKinsey on why women are voluntarily leaving the traditional workforce in higher numbers than ever both cite a lack of recognition as one of the primary drivers. Lead with appreciation and recognition, REGULARLY (not occasionally) thank people for their work, show people you see them and they matter, and you will see such a stronger performance from your team.

Feedback and recognition, while both essential in professional development, serve different purposes. Feedback is about improvement; it provides constructive guidance on how performance can be enhanced. It's a tool for learning, fostering growth by pinpointing areas of strength and those needing development. Recognition, on the other hand, celebrates achievements. It acknowledges good work, reinforcing positive behaviors and boosting morale. While feedback drives growth, recognition motivates and affirms, and together they cultivate a productive, engaged workforce.

To give feedback and recognition in challenging situations, be specific, timely, respectful, constructive, and positive. Focus on the person's actions and how they can improve, rather than their mistakes. End on a positive note, by reaffirming your belief in the person's abilities. Choose the right time and place, be prepared, listen to the person's response, and follow up.

An effective example is using an internally public rewards/ recognition system to call out staff for exceptional performance, assistance, or anything that another staff deemed noteworthy. Each staff member received a set number of rewards they could hand out every week and were encouraged to do so. This allowed the business to build commodore amongst its staff and provided a public way for managers to reward staff for exceptional behavior.

Remote work can make feedback and recognition more challenging. Without face-to-face interaction, nuanced communication can be lost, making feedback potentially seem harsher. There's also the risk of feedback getting buried in a busy inbox. Similarly, remote work can make recognition less visible and impactful. Without a physical space to celebrate achievements, employees may feel their efforts go unnoticed. However, these challenges can be overcome by scheduling regular one-on-ones, using video calls for feedback, and utilizing virtual recognition platforms to celebrate achievements. These practices ensure that feedback and recognition remain integral parts of a remote work environment.

Conflicts are inevitable. But Gallup survey found: Employees who experience positive feeling after feedback are 3.0 times more engaged. 4 out of 5 of employees who experience negative feelings after feedback start looking for a new job. No matter how hard the situation is we must aim to leave the teammate (and ourselves) with a positive feeling. #TheGoodBusy

Effective conflict resolution, especially in a remote work setting, involves clear communication, empathy, and a structured approach. Begin by ensuring all parties have a chance to express their viewpoints. Avoid assigning blame and instead focus on the problem. Use video calls when possible to better convey empathy and understanding. Seek a solution that acknowledges everyone's concerns and facilitates collaboration. Consider involving a neutral third-party, like HR, for serious conflicts. By addressing conflicts openly and with respect, you maintain a harmonious, productive work environment.

Nonviolent Communication (NVC) is an approach I highly recommend. It's a wonderful way to address conflict whilst supporting empathy and connection.

I've found the Crucial Conversations framework of addressing the stories that are present on both sides to be really helpful in fostering more empathy and establishing a common ground.

Try See, Feel, Need framework When we feel heard and care for we're more receptive to criticism. I see - share what everyone knows and notices - what's seen I feel - share what others don't know but you notice - the unseen I need - ask for what benefits the person & the team - the value #TheGoodBusy

Normalising feedback is a good start. Train your team, the entire team, on the nature and value of feedback. How to give, receive and ask for it. Practice it daily to remove the pain of misconception and fear attached to it. Plus, by practicing regular feedback you're likely to prevent poor performance.

When addressing poor performance, feedback needs to be clear, specific, and constructive. Begin by stating the observed behavior or results that did not meet expectations. Avoid generalizations and focus on specific instances. Next, express the impact of this performance on the team or project. Then, provide concrete steps or strategies for improvement. Always ensure the conversation is a dialogue, allowing the individual to share their perspective. By delivering feedback in a balanced and supportive manner, you foster an environment conducive to improvement and growth.