Positive Feedback Up
This week at my full-time gig I participated in a change management workshop with our Organizational Employee Effectiveness group where I was reminded that just like employees need feedback, leaders like to hear when they are doing a good job too. My four year old, I tell them all the time that they’re doing a great job, that they are brave and to keep trying when they don’t experience success on the first try. They reciprocate this praise when they watch me undertake something challenging which always feels good.
I wonder why it can feel uncomfortable to praise someone who may be senior to you? Are we afraid of coming across as insincere or is that we think they don’t need to hear it?
Google came up with plenty to say about giving constructive feedback to your boss and all the risks related with doing so. I can understand why people are adverse to feedback altogether when it seems like the potential benefit just isn’t worth it.
My three pieces of advice for delivering positive feedback up:
Do it in private. You don’t want to come across as a suck-up. If you genuinely appreciate your leader, make it about them and not about you.
Give them some detail. While everyone appreciates a ‘great job!’ adding some context about what behavior or action you appreciated goes a long way to helping your leader understand what makes an impact.
Don’t look to them for immediate reciprocation. Remember, this is about them feeling good, not you. Your feedback can go a long way towards establishing a culture of 360 degree feedback and great leaders will recognize your contribution.
I’m off to write a quick note to a leader I appreciate and hope you do the same!