When you give positive feedback, be specific

As a leader, many of your tasks can be difficult or challenging.  Which means that when you find an opportunity to give positive feedback to your employees, it’s even more enjoyable.  Praising your staff for a job well done is one of the most pleasant responsibilities that comes with being a  supervisor, team leader or manager.  So if you’re going to do it, you want to make sure that it counts!  This short video demonstrates first how not to give positive feedback to an employee, and then follows it up with a much improved version.  The difference — specificity.  See for yourself.

I may have been sincere in all the situations, but because I was SPECIFIC in the latter examples, I was much more effective. My praise had the positive impact that I wanted it to have. Do you see the difference? Your thoughts and comments welcomed.