 |
As you give positive and negative feedback, you should always criticize in private and praise in public. Never mix either of these up.
|
101 |
 |
Even though compensation is important, don’t underestimate the power of positive recognition.
|
117 |
 |
Only when we genuinely see the people who are important to us can we hope to succeed as agents for positive change.
|
92 |
 |
People get, on average, a couple of minutes of positive feedback each year, versus thousands of hours of negative feedback.
|
59 |
 |
…we will be better at improving performance if we accentuate the positive and let people handle the negative on their own.
|
63 |
 |
…knowing you should give more positive feedback is not the same as doing it.
|
64 |
 |
…when you have a position of power and establish permission anyway, it can have a big positive impact on work relationships.
|
115 |
 |
Without positive feedback, we literally don’t know how we are doing and can’t perform to our best.
|
204 |
 |
If we want our impact to be the same as our intent, it’s important to be as specific as possible when delivering positive feedback.
|
204 |
 |
People thrive on positive feedback.
|
208 |
