Negative Feedback Loop: In 3D
- Recognizing and supporting the positive values demonstrated in other people’s actions
- Fostering an environment that encourages GuideMarks and other healthy behaviors
- Acknowledging, with specificity, the good work of others
Over the course of the last several years, we have discussed reinforcing the good in terms of the “hows and whys” behind the GuideMark, encouraging you to provide specific, honest, timely feedback. Reinforcing the good makes people feel well, good. It impacts attitudes, engagement, and in some cases, the recipient’s self-worth.
But is it that easy? After all, it takes time to reinforce the good and sometimes what seems like a great idea to reinforce the good may cause the recipient to feel uncomfortable at the increased praise and attention. Wouldn’t it be easier if this feedback went without saying and it was just understood that you appreciate them? What would be the problem with that?
According to an Academy-Award nominated film, a report I found via a Google search, and one my favorite authors, when this feedback loop is left implied or worse ignored, it leads to team members feeling disregarded, disengaged, and demotivated.
Feeling Disregarded - If you have seen (or bonus for points, read), The Devil Wears Prada, then you have numerous examples of a bad feedback loop. When Miranda (Meryl Streep) wasn’t berating her assistants, she was ignoring them, which was a problem for the assistants and for her because things weren’t often done right, or at least, the way she wanted them done. For her assistants, feeling disregarded is an understatement. Miranda often ignored her assistant’s requests for more information. As a result, the assistants were always guessing at what she wanted and whether they had done things right. Miranda wasted staff time by not being clear and providing detail. Her ignored assistants wasted valuable time (and money) trying to guess how she wanted things done. Had there been timely and specific feedback, the assistants could have produced consistent outcomes to Miranda’s requests, saving her time and headache. Instead, she couldn’t keep an assistant for more than a year.
But the report is not all doom and gloom from employees reporting after the newness of the job wears off. In the same report, employees that had received feedback from supervisors within the last six months reported only a slight decline and in regards to feeling appreciated, actually reported higher in year two than year one.
Reinforcing the good isn’t always easy. To do it right it requires your time, energy and sincerity. This week, look for an opportunity to reinforce good and help avoid someone from feeling disregarded, disengaged, and demotivated.
Encourage a response; Support; Reward an action; Strengthen or increase; Instruct; Boost or shore up; Affirm and validate; Foster and sustain; Bolster or amplify; Emphasize or stress.
Ignore; Undermine; Weaken; Tear down.
GuideMarks – Distinguishing Characteristics of FFL E-rate Guides
Copyright © 2017 Funds For Learning, LLC. About the Funds For Learning GuideMarks.
- May 22, 2017 - Your Best Work Forward
- May 29, 2017 - Timeliness
- June 5, 2017 - Focus
- June 12, 2017 - Professionalism
- June 19, 2017 - Solution-Minded
- June 26, 2017 - Work By Design
- July 3, 2017 - Neatness Counts
- July 10, 2017 - Share the Reason
- July 17, 2017 - Understand the Reason
- July 24, 2017 - Intentional Learning
- July 31, 2017 - Calming Presence
- August 7, 2017 - Commitment
- August 14, 2017 - Reliability
- August 21, 2017 - Proactive
- August 28, 2017 - Offer No Excuses
- September 3, 2017 - Teamwork
- September 8, 2017 - Thoroughness