Outstanding leadership is about communication, and communication is about finding the right balance. For leaders, striking a balance between positive and negative feedback is crucial. Balanced feedback helps employees remain engaged, inspired, and productive.

Balance is the key.

Although constant praise feels good when you give it, it can be meaningless or even detrimental in time. Criticism is tricky too. Yes, you might feel like you are offering employees ways to improve, but you might send too much negativity.

So, what can you do? Unfortunately, there is no magic solution. All organizations have different objectives, values, and cultures. Balance with feedback requires you to be mindful, present, and aware of the moment’s circumstances. Balanced input at work is complex, but it can be more natural when approached correctly.

Feedback Benefits

Feedback has multiple benefits. It can improve performance, quality, or efficiency of work. Feedback can enhance skills, knowledge, or competencies while increasing employees’ motivation, satisfaction, or engagement.

Feedback identifies strengths, weaknesses, opportunities, or threats. It can monitor progress, measure results or evaluate impact. Ultimately, feedback can create a culture of learning and improvement.

Too Much or Too Little

Balanced feedback is tricky. If all your employees hear is negative feedback, they only know what you do not like and have to guess what you want from them. They will likely become overwhelmed and discouraged by the criticism and might even take it personally. They cannot read your mind and need clarification about what you want. When they only receive your complaints, they might feel defensive and try to avoid interaction with you.

Give constant positive feedback, and your workers will have an unrealistically high view of their worth and performance. The result is complacency and laziness. Performance falls.

Achieving Balance

How do you balance feedback? What is the ratio of positive and negative feedback? There is no simple answer to these questions. It depends on factors such as the context, the relationship, personality, or the culture of the giver and receiver. However, there are a few general principles to help you.

Avoid giving only positive or negative feedback. Both are necessary and valuable. Try to aim for balance and a realistic ratio. A 3:1 or 4:1 ratio where the positive outweighs the negative is an excellent place to start. You can modify the ratio according to the situation, the goal, or the need of the feedback receiver.

Empower Your Team to Continuously Improve

Balance is crucial if you have considerable concerns about work performance. When giving negative feedback, do not paint a picture different from the reality of the situation. However, try to point out some positives in the employee’s attitude or output. Covelo Group takes a personal approach to staffing services by getting to know candidates and clients to find the perfect fit within a national network. Covelo Group provides allied health, nursing, non-clinical, and educational services to fill the needs of our healthcare partners.