Importance of Reinforcing and Redirecting Feedback

There are two reasons for peer feedback. To reinforce good performance and to redirect poor performance. Both types of feedback are vitally important.

When people receive feedback on what they're doing well, several good things result. First, recognizing positive performance increases the likelihood that it will be repeated. Second, people experience greater job satisfaction when they know their efforts are appreciated. And finally, the work environment is more engaging and empowering. We often see that top performing teams give each other more than five positive comments for every criticism. That might sound as simple as, "I noticed you cleaned up the shop floor after the last run of product." Or, "I really appreciate you always helping me see things more clearly." Or even, "I wasn't looking forward to this next project, but now I know we'll be working on it together and I'm confident we'll be successful. And honestly, now I'm looking forward to the challenge."

Feedback that directs poor performance is also beneficial. Feedback to redirect poor performance addresses small problems before they become big ones and gives workers the chance to take corrective action in real time. Let's listen to what that might sound like by addressing a scenario, just the opposite of our earlier example. "I noticed you didn't get the shop floor cleaned up after that last run of product. I know you're aware of our safety standard for cleanup in the shop. Can we talk about what happened?" Now that feedback doesn't sound accusatory, does it? It sounds like a concerned colleague wondering what happened because it probably wasn't normal, and perhaps some help might be needed to assure the cleanup can happen. Sometimes we avoid giving negative feedback because we're afraid of how it might be received. But candid and caring feedback to correct poor performance is one of the best ways to improve performance and to build trust among team members.

Helping peers learn the skills of giving both reinforcing and redirecting feedback sets everyone up for success. Try it and see.