LMS – The best positive feedback examples for performance reviews

Typically, performance management conversations are seen as something to dread rather than something to look forward to. Managers and employees alike lack confidence that the performance management process will have any real impact on performance, whether this is the yearly appraisal or a monthly check-in.

One of the key reasons for this lack of engagement with performance reviews is that they often focus on negative feedback. But teams led by managers who focus on their weaknesses are 26% less likely to be engaged, and employees say that recognition is the number one thing their managers could give them to inspire good work. So, with many organizations failing to provide positive feedback, what are the best positive feedback examples to help you improve your performance reviews and motivate employees?

“One of the things I admire about you is X”

The great thing about this one is that you can find something positive in absolutely every member of your team. Whether they’re super organized, full of creative ideas or a strong presenter, you can pull out this phrase to praise specific traits you’ve observed over time.

“Your colleagues have told me that you did a great job on X”

As a manager, you will often hear positive comments from your employees about their teammates. Your employees may not think to share this feedback directly, so you can help build a positive feedback culture by requesting, sharing and recording this feedback on their behalf. The more employees hear that their colleagues are sharing positive feedback about their performance, the more comfortable they will feel telling you about their coworkers’ good work.

“Your hard work in overcoming challenge X led to Y results”

Nobody is naturally good at everything in their roles, but it’s important to recognize the effort employees put in to work on their weaknesses. For instance, someone may have faced their fear of public speaking to present at an event, or mastered a new software system to help their team. Pointing out exactly how their work to improve their skills has had a positive impact on their performance, the team or the organization is a great way to make them more likely to tackle these tricky tasks head-on in the future.

“I loved your idea for X, and I really value your expertise”

69% of employees say they would work harder if their efforts were better recognized, and one way to do this is to encourage employees to share their ideas. Acknowledging their expertise and the creativity that goes into coming up with fresh ideas is a great way to show your appreciation for your employees, and will ensure that they feel their suggestions will be heard and valued.

“I’m pleased to see you’ve achieved goal X – it’s helped you with Y”

Staying on top of progress towards goals should be an important part of all performance check-ins. Providing regular employee feedback reduces staff turnover rates by almost 15%, and helps people stay on track and keep their goals front of mind. Having these achievements recognized by their manager will help people take their performance objectives seriously going forward. Managers should also highlight the link between the goal and their performance, such as taking a training course leading to higher sales.

“Thank you for going the extra mile with X – I want you to know that appreciate the effort you’re putting in”

There will often be times when employees go above and beyond their normal duties, whether that’s working overtime in busy periods, taking on additional responsibilities or stepping in to help a colleague. Acknowledging employees who go the extra mile is a great way to boost morale and show that their efforts are appreciated.

“I would love to see you do more of X”

This is a really smart way to encourage positive behaviors. If someone has demonstrated a particular talent in a specific area, their manager can highlight this and suggest that they continue to work on this skill. This may also require some action from the manager – for instance, if you want them to work on skill X, this may mean reprioritizing other skills, putting projects on the back burner or setting them up with training.

What to do with this feedback

Too often, feedback is shared in a meeting and then never brought up again. Instead, ensure that positive feedback is recorded in your agile performance management system so that you can keep track of performance over time and refer back to feedback in future performance reviews.

Also, just as there are consequences for negative feedback, ensure that you act upon positive . This might be a performance-related pay rise, a promotion, more responsibilities or development opportunities, or it may be as simple as acknowledgement of a job well done. Employees will appreciate having this on their record, and managers can make use of this information when it’s time to assess performance.

If you have any positive feedback examples, we’d love to hear them!

If you’d like to hear more about how our Totara platform helps to build positive reviews and increases productivity then call us now on 0330 024 2881 or contact us using the form provided.

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