Manager Tools

Give Positive Feedback Just For Doing Their Job! - Part 2

24 min

This episode argues that managers should give positive feedback for routine job performance, not just exceptional achievements. The hosts explain that managers often focus on mistakes because they are taught to look for problems, but positive feedback on normal, expected behaviors builds trust and morale. Recognizing small positives like being on time or meeting deadlines encourages employees to repeat those behaviors and makes them more receptive to negative feedback when needed.

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✨ Key Takeaways

1

Managers often fail to see positive opportunities because they are conditioned to look for mistakes, much like the 'dancing bear' awareness test where people miss a bear because they focus on counting passes.
2

Positive feedback for routine behaviors (e.g., being on time, meeting deadlines) has a longer-lasting motivational effect than negative feedback, which primarily teaches avoidance of punishment.
3

The hosts provide a list of small, expected work behaviors worth recognizing, such as notifying in advance of a late deadline, helping colleagues, or following meeting ground rules.
4

A memorable personal story from host Sarah illustrates how a simple thank-you for being on time during an early morning call turned her entire grumpy day around and made her feel seen.
5

The core message: 'If you say it's important, but you never talk about it, it's not that important' — rewarding desired behaviors is more effective than punishing undesired ones.

💬 Notable Quotes

"The most basic lesson that new managers learn from their bad bosses is it appears my job is to fix problems and point out mistakes, because that’s what most bosses do."

— Mark
"Negative feedback encourages avoidance of negative feedback, but not necessarily the desired positive behavior."

— Mark
"If you say it's important, but you never talk about it, it's not that important."

— Mark