How to give positive and negative feedback in the company?

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positive and negative feedback

Positive and negative feedback is a constructive and healthy way to give feedback on someone’s work. Therefore, having it as part of the organizational culture is essential to create a welcoming work environment that encourages professional growth.

But you don’t know how to give feedback? Keep calm! In this text, you will have access to all the information you need to understand how to give positive and negative feedback masterfully. See article topics:

  • What is positive and negative feedback?
  • What to write in positive feedback?
  • What about negative feedback?
  • Examples of positive and negative feedback in companies

What is positive and negative feedback?

Feedback is a natural concept in the English language that can be literally translated as a comment or feedback.

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Its meaning already makes it very clear what it is and what it is for. Feedback is constructive feedback about an action, a project, a process or something that can be evaluated.

But why constructive? Because feedback is necessarily based on justifiable questions. It is not simply an opinion, something you like or dislike.

Regardless of whether the feedback is positive or negative, there is a concrete reason behind sharing it.

Positive feedback is used to demonstrate a hit, a good decision or a learning experience, whether for a specific person or for an entire team. It is essential for employees to remain motivated and know they are on the right path, aligned with the company’s objectives.

And the negative is just as important, because it is a way to help professional growth, as well as it can alert a misalignment. However, it should never be communicated in an aggressive, judgmental tone. The intent of negative feedback is to align and instruct what must be delivered.

That’s why we talk about being constructive, there must be a concrete reason for the negative feedback and it must be communicated clearly so that the mistake doesn’t happen again.

Below we will explain how to give positive and negative feedback. However, Triage Concern also has a great explanation about it, check it out:

What to write in positive feedback?

Now you know what it is and how important it is to give feedback to employees. But what to write in positive feedback? Look:

  • Start positive feedback reasons
  • Congratulate the employee for the work
  • Complete with alignments and improvement ideas

1. Start by describing the reasons for positive feedback

Point out the successes that led to positive feedback for the employee, the team, the leader, or anyone else.

Clarifying the reasons will make it clear that the work performed is on the expected path and has good quality.

2. Congratulate the work

Then acknowledge the work that has been done and congratulate the execution. After all, who doesn’t like to be complimented, right?

This attitude is a great way to stimulate motivation and show that the effort dedicated to work is valued.

3. Conclude with alignments and ideas for improvement

Finally, conclude by reaffirming the alignment of what is expected. This ensures that the work continues on the desired path.

And, in case there are some small optimization points, score them so that they will be considered next time. After all, there is always something to learn and improve.

What about negative feedback?

What about negative feedback? What to talk about it and how? Check out some tips:

  • Give feedback alone
  • Present the justifications
  • Show what could have been done differently
  • Recognize the employee’s commitment

1. Give feedback alone

First of all, it is ideal to call those involved to talk in a separate place.

This is a fundamental attitude so that no one feels exposed. After all, this feeling can cause demotivation and feedback is by no means intended.

2. Present the justifications

It’s a good choice to start the feedback by explaining what caused it to be negative. As we said, there are concrete justifications for this to be happening.

Therefore, present the information and data that exemplify why the work did not meet expectations.

Starting in this way will make it clear that in no way the negative feedback is being given because of one’s own opinion.

3. Show what could have been done differently

Now that the reason for the return has been clarified, show clearly what could have been done differently to be in line with the company’s objectives.

For this, the use of examples can be a great way for communication to be didactic and clear.

This is very important for the person to know what he did wrong. After all, how do you improve if you don’t know what needs to be optimized, right?

4. Recognize the commitment

Finally, acknowledge the commitment to getting the job done even though it was not up to par.

Reinforce that there is a reason for the employee to be part of the company and that the organization has full confidence in their abilities.

Making this clear is very important to maintain a sense of belonging and motivation.

Examples of positive and negative feedback in companies

To make it clearer how to give quality feedback, we made examples of positive and negative feedback in companies with completely hypothetical situations. See them below.

Positive feedback

Event

The salesperson of a sales team noticed that a specific customer in his portfolio was doing much less than expected. He made contact by email and phone, but this did not bring much progress.

Therefore, he scheduled a face-to-face meeting and, with it, he was able to understand what was happening: the client missed a closer, face-to-face relationship.

Based on this information, the seller totally changed its posture and started to serve this customer in a more adequate way.

Feedback Sample

“His proactivity in understanding the client’s pain was extremely important for him to continue with us. In addition, this attitude provided a closer relationship, improving our results. Therefore, we are immensely grateful for all your effort and commitment to contributing to the company’s objectives. We believe that our collaboration will still bear much fruit. Keep it up and let’s go together!”