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Leadership Best Practices

This page provides best practices for some of the most frequently discussed topics.

Best Practices for Effective Feedback

Ensure Praise is:

Timely: Timing is very important; it’s best not to delay praise.

Sincere: Praise can seem hollow if you’re perceived as insincere.

Personal: Even if delivered virtually, personal touches are key. Whether you are in-person or virtually face-to-face be intentional about devoting your full attention to the person with which you are speaking.

Specific: Use specificity when delivering praise or recognizing employees; call out specific behaviors, actions, and/or outcomes.

Positive: Focus on the successes and the wins; don’t undermine praise by including criticisms.

Proactive: Look for opportunities to praise and recognize employees; get in the habit of reinforcing desired behaviors.

Beach at Sunset

Common Feedback Mistakes

Avoid:

Recognition that is not timely.

Insincere or mechanical recognition.
- People can tell when praise is insincere. If you are not able to be sincere then do not attempt to give it. Insincerity will do more harm than good to your relationship with your employees, colleagues, team, etc.

Recognition that is not tailored to the specific person.
- Generic praise suggests you are not aware of/paying attention to the individual's contributions. If everyone receives the same generic praise it becomes meaningless.

Rewarding generic behaviors.

Undermining praise with criticism.
- The person will only remember or possibly even only hear the criticism.

Assuming employees feel appreciated.
- People do not know what is going on in your mind. If you appreciate someone or something someone did, tell them.

Multitasking.
- People can tell when your mind is elsewhere. You are likely not being as stealthy as you think you are. Put the phone on silent, flip it over. Move the laptop or monitor so it is not visible. Give the individual your full attention. If you are virtual, silence notifications or set status to do-not-disturb.

Is Your Recognition Effective?

Below are some questions to ask yourself:

Are you rewarding an action/behavior that links to the organization’s mission, vision, and values?

Are you rewarding an action/behavior that helps the team accomplish its goals?

Is the recognition relevant to the actions/behaviors that are important to your team and organization?

Have you explained why you are recognizing this particular action/behavior?

Do you believe that the recognition you are giving is heartfelt?

Do you think that your colleague(s) will feel that your recognition is sincere?

Have you adapted the recognition in a way that is motivating for the colleague?

Are you doing something different based on what is important and motivating for each individual?

Do you believe that this recognition is meaningful to the colleague(s) receiving it?

Are you aware of what motivates your colleague(s) and what they find important?

Is the recognition being given close to when the behavior/action occurred so that the link between the behavior and the result is clear?

Steps for Positive Feedback
(For areas performed well)

Fact: State action or behavior and its valuable aspect.
Impact: Note the behavior’s Impact on productivity and performance.
Appreciation: State your appreciation.
Motivation: Provide motivation for continuing the positive behavior.

Steps for Developmental Feedback
(For areas that require improvement)

Fact: State action or behavior that needs adjustment and provide specific examples.
Impact: Note the behavior’s impact on performance and/or team.
Solution: Discuss, describe, and collaborate alternative actions & preferred outcomes.
Motivation: Keep the focus on the end goal of growth.

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