How can you give feedback and recognition to your team without common mistakes?

1 Be specific and timely

One of the most common mistakes when giving feedback and recognition is to be vague or delayed. Vague feedback or recognition can be confusing, unhelpful, or even insulting, as it does not clearly communicate what you appreciate or what you want to improve. Delayed feedback or recognition can lose its impact, relevance, or accuracy, as it does not match the situation or the behavior that you are addressing. To avoid these mistakes, you should be specific and timely when giving feedback and recognition to your team. Be specific by using concrete examples, data, or observations to support your message. Be timely by giving feedback or recognition as soon as possible after the event, while it is still fresh and meaningful.

2 Balance positive and negative

Another common mistake when giving feedback and recognition is to be too positive or too negative. Too positive feedback or recognition can be unrealistic, insincere, or ineffective, as it does not acknowledge the areas of improvement or the challenges that your team faces. Too negative feedback or recognition can be harsh, demotivating, or counterproductive, as it does not highlight the strengths or the achievements of your team. To avoid these mistakes, you should balance positive and negative feedback and recognition to your team. Balance positive and negative by using the sandwich method, which consists of starting and ending with a positive comment, and inserting a constructive criticism in between. Balance positive and negative by using the 5:1 ratio, which suggests that you should give five positive comments for every negative one.

3 Adapt to the individual

A third common mistake when giving feedback and recognition is to be too generic or too uniform. Generic feedback or recognition can be impersonal, irrelevant, or boring, as it does not reflect the unique personality, preferences, or goals of your team member. Uniform feedback or recognition can be unfair, inappropriate, or disrespectful, as it does not consider the different cultures, backgrounds, or situations of your team members. To avoid these mistakes, you should adapt your feedback and recognition to the individual. Adapt to the individual by using the DISC model, which identifies four behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness. Adapt to the individual by using the FORD method, which focuses on four personal topics: Family, Occupation, Recreation, and Dreams.

4 Ask for feedback and recognition

A fourth common mistake when giving feedback and recognition is to be too one-sided or too authoritative. One-sided feedback or recognition can be incomplete, biased, or inaccurate, as it does not include the perspective, opinion, or experience of your team member. Authoritative feedback or recognition can be intimidating, imposing, or alienating, as it does not respect the autonomy, input, or contribution of your team member. To avoid these mistakes, you should ask for feedback and recognition from your team. Ask for feedback and recognition by using the SBI model, which invites your team member to share their Situation, Behavior, and Impact. Ask for feedback and recognition by using the GROW model, which guides your team member to set their Goal, assess their Reality, explore their Options, and commit to their Way forward.

5 Follow up and celebrate

A fifth common mistake when giving feedback and recognition is to be too isolated or too forgetful. Isolated feedback or recognition can be ineffective, inconsistent, or meaningless, as it does not connect to the bigger picture, the ongoing process, or the desired outcome. Forgetful feedback or recognition can be disappointing, frustrating, or discouraging, as it does not acknowledge the progress, the effort, or the results of your team. To avoid these mistakes, you should follow up and celebrate with your team. Follow up by using the SMART model, which helps you set Specific, Measurable, Achievable, Relevant, and Time-bound goals and actions. Celebrate by using the RAMP model, which fosters Relatedness, Autonomy, Mastery, and Purpose in your team.