Makarios Consulting Blog

Managerial Malpractice: The Failure to Give Positive Feedback

What’s the first thing you say to your team after they complete a project? If you’re like most leaders, you probably say nothing.

Time and again in our leadership training workshops, we see high-level executives who are unable and unwilling to give positive feedback to their employees. And make no mistake, it’s costing them – in terms of employee productivity, company morale, and, ultimately, the health and growth of their business.

Here are the three most common excuses we hear from leaders as to why they don’t give feedback:

  • I don’t have time for that
  • They’re getting paid to do a job – they don’t need praise
  • It doesn’t cross my mind

In situations where high-level executives are open to feedback from employees, the results are measurable. One CEO of a mid-sized company recently heard from his employees that they were upset he wasn’t giving positive feedback. He rose to the challenge. For several weeks, he agreed to keep a weekly log to make himself aware of his efforts to recognize hard work. His efforts paid off, and the team reported back that he’d had a positive impact on employees on all levels.

A leader who takes the time to praise employees for their strengths, plays a key role in building their sense of accomplishment and motivation. According to a recent Gallup survey, 67% of employees whose managers focused on their strengths were fully engaged in their work, as compared to only 31% of employees whose managers focused on their weaknesses.

Leaders, particular those in high-level positions, need to remember this: your employees are your company’s most valuable assets. In today’s competitive workplace, they are often overworked and under-praised. Taking a minute to thank them for a job well done costs nothing and goes a long way.