Why positive feedback matters in the workplace

How do you react when you hear ‘I’ve got some feedback for you’? Many of us instantly fall into a fight/flight/freeze response at the prospect of what’s to come.

Interesting, isn’t it? Because despite what our brains hear, ‘feedback’ doesn’t mean ‘negative’. According to science, a lot of feedback should be positive – about 85% of it. Which begs the question, why don’t we associate ‘feedback’ with praise?

Your interactions can predict divorce

In the 1970s, a psychologist called John Gottman became curious about marriage, specifically what factors lead to a happy, healthy one. John et al. asked a bunch of couples to talk about a problem they were facing and then observed how they told their stories.

They noticed a difference in the ratio of positive and negative interactions, with the happiest couples having five times as many of the former. Nine years later, they followed up with participants and found they could predict divorces with 94% accuracy.

Since Michelle Shields shared this research with us, we’ve been busy counting how much positive feedback we dish out to the Kys (‘Thanks, Kyla, for filming 50 takes of our video’, ‘Wow, Kyle, above and beyond picking us up from the airport AGAIN’ etc.). However, while we, too, are fans of a work wife, we can hear you asking, ‘How does it translate to the workplace?’ 

In 2004, a group of researchers had the same question.

5.6:1 – the magic ratio

After evaluating the effectiveness of 60 leadership teams, this second group of researchers found a very similar result. The highest-performing teams received 5.6 pieces of positive feedback for every negative one. For your average team, the ratio is 2:1, but for low-performing teams, the ratio switched over: three-quarters of the feedback these groups received was negative. Ouch.

These findings indicate that positive interactions are critical in making all relationships successful. That truth is easily forgotten in modern work’s high-pressure, hybrid world. Based on the theory of averages, we have to assume most workplaces aren’t hitting the magic 5.6:1 ratio. This, combined with our almost universal discomfort with delivering feedback, leads to ‘feedback’ being perceived as a threat instead of a celebration.

You can’t kill people with kindness

It turns out that dishing out positive feedback doesn’t turn your colleagues into delicate snowflakes. Instead, it acts as a fertiliser, helping them grow. It makes sense – when you respect and admire each other, assume the best intentions, raise issues quickly and genuinely want to see each other succeed.

So, how do you build a habit of giving authentic praise?

1. Get to know your colleagues

We believe in the powr of internal networking. Back at Hatch, our founding team met every Thursday at the pub, and it was the most valuable time of the week. We got to know each other – our quirks, lives, challenges, and achievements. We liked each other, and it contributed to our success. 

Building relationships takes time, and like any investment, it tends to pay off. 

2. Pay attention

It sounds basic, but how often do you truly pay attention when someone speaks? In an attention economy, we default to distraction. So, take the time to actively listen. Pay attention to how your colleagues deliver an update or their thought process behind a piece of work. Get curious about how they dealt with a conflict, their contribution in a meeting, or a well-formed email. Notice a strength someone brings to the table? Don’t wait for them to ask, tell them! Work alongside other Powrsuiters? Each week, you should embrace an experimental mindset and attempt new approaches to your work. Pay attention to how they go. 

The more you look, the more you’ll notice all the great stuff your colleagues are doing – even the small stuff counts!

3. Be liberal (and specific) with praise

Yes, ‘you’re doing amazing, sweetie’ is an iconic line. It’s also vague. As with any form of feedback, being specific is important. Don’t be afraid to share the positive impact of someone’s actions either.

Straight away is best; a quick ‘what a well-thought-out insight’, ‘you navigated that conversation positively’, ‘thanks for that clear, concise update!’, or ‘I really appreciate you bringing a solution to that problem’ pays dividends. Especially when shared in front of others.

We formalise praise through a ‘Success’ channel in the Powrsuit network, where members share and celebrate wins. If your team uses a messaging tool, you can do the same.

If you have regular one-on-ones, bring some praise with you. Yes, even if you’re meeting with your manager – it’s a two-way street!

A win-win

We’ve shared our thoughts on taking control before. It can often mean doing hard stuff, but sometimes, small tweaks make a big difference.

Positive feedback is one example, so let’s all give more of it.