The power of positive feedback

Positive feedback or recognition makes people feel valued, appreciated, and helps to increase everybody’s sense of belonging.

Although recognition costs virtually nothing, it’s a tool leaders and organisations underutilise. In fact, there is a deficit.

In a survey of over 20,000 people, researchers found that a mere 42% believed their manager recognised and appreciated their work (Schwartz).

Why recognition is often missing in action

Where we focus our attention matters. Neuroscience supports this, as Whitney explores in her latest book, Smart Growth.

Our brains have a magnificent filtering mechanism, organising millions of pieces of data using a process called the reticular activating system (RAS). We largely form this filter ourselves (whether consciously or subconsciously) by instructing our brain what to focus on.

As with ads on social media feeds, whatever we pay attention to, we receive more of in return.

If we focus on what isn’t working, our brains will learn to look for more of what isn’t working. But if our brain focuses on what is working, we will get more of what’s going well.

When we tell people what they do well in a note of appreciation, we give them a conscious push to filter for their strengths (HBR).

Praise lifts people — and right now, people need lifting.

The neuroscience behind praise

People are often quick to notice what’s wrong, but it’s equally important to pay attention to and provide input on what is working.

Many of us are used to looking out for things that go wrong. After all, if something’s wrong it needs to be fixed before it damages performance. But do you actively look out for things that are going right? How often do you show appreciation for people, even if you’re not their manager?

Many people don’t give enough praise. However, almost everyone — including team members, peers, and your boss — loves to receive sincere recognition for a job well done.

Research shows that when we hear something we like, a burst of dopamine is released in our brains. Dopamine is a neurotransmitter associated with feelings of joy, pride, satisfaction, and wellbeing.

When you praise someone else, not only does that person feel great, but it also leads them to want to experience that same feeling again.

Praise progress, not just completion

You don’t have to wait until someone reaches a goal — praise progress!

Giving praise cements good working habits and behaviour, both chemically and intellectually.

This does not mean you avoid developmental feedback. Quite the opposite. We need both praise and developmental feedback if we are to grow.

Managers in any industry can implement praise very quickly — the impact can be huge.

So, go on. Illuminate Awesome, catch people doing things right, and watch them thrive.

Try this: The Appreciation Round

Give this a go in your teams.

One person completes the following sentence about a colleague and then tags the next person, or the next person volunteers:

“What I appreciate about you, John, is…”

The more specific and detailed you can be about the behaviour or attribute, the better.

Simple — but very effective.