Hi Everyone,

Wanted to gather some opinions on this following topic:  Positive and Adjusting feedback together.  I've been doing one on ones and feedback for a while and love it.  But this is one thing I've generally struggled with.

Let's say you have a direct that exhibits both positive and negative behaviors in the same situation - in my case a single sales call or a single sales presentation as an example.  I want to give them positive feedback on the 3 behaviors they did well for that situation, and adjusting feedback for the 2 they did poorly.

In what context should that be done?  It doesn't seem to make sense to deliver it as 5 pieces of individual feedback or 2 pieces of feedback (one for positive and one for adjusting) simultaneously or one right after the other.  That's sort of slap and pat at the same time and I feel that would not be effective. 

I am curious to hear some perspectives on this and appreciate any input or thoughts.




TomW's picture
Training Badge

Go for one or the other, not both. If you go for positive, give feedback on all 3 behaviors. If giving adjusting, only give feedback on 1 behavior.

Once you give anything adjusting, nothing positive you say is going to  get heard. If you want the person to adjust their behavior, give them one thing at a time to work on.

When you give them affirming feedback, it's easy for them to keep doing 3 things already being done.

jhack's picture

First, affirming feedback is generally more "powerful" than adjusting.  It leads to behavior you want. 

Second, you should give approx. 10 times as much affirming as you do adjusting. 

Finally, you don't need to give feedback on everything you see.  Pick one, give the feedback soon, move on.  Over time, you'll have a chance to cover it all. 

John Hack