There is no more valuable commodity a leader may possess than that of an in-depth knowledge of one’s people. YOUR MISSION:Deliver an objective assessment of their performance over a specified period of time. Most training programs about giving feedback focus on negative feedback, because giving negative feedback is hard and makes us uncomfortable.
The purpose of positive feedback is to make people feel valued and appreciated and to get them to replicate a behavior. Real feedback: “You researched three vendors when making a proposal of who we should choose to manage our payroll operations.
Real feedback: “I know that whatever I give you to do will get done the first time I ask and will be accurate.


To give specific and meaningful positive comments, you will have to observe performance, and that takes time. About Shari HarleyShari Harley is the founder and President of Candid Culture, a Denver-based training firm that is bringing candor back to the workplace, making it easier to give feedback at work. Telling someone, “great job” or “you’re doing great work” will make the person feel good (momentarily), but won’t tell her what to replicate. You included all the necessary information for us to make a decision and presented the information in a one-page table that was easy to read. You researched the invoice and got the mistake corrected before I even knew there was a problem. But if you want someone to replicate a behavior, tell the person specifically what she did well.


Shari is the author of the business communication book How to Say Anything to Anyone: A Guide to Building Business Relationships that Really Work. These phrases are vague, and vague positive comments come across as inauthentic at best and unhelpful at worst.



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