The Power of Positive Feedback

In this podcast Ricardo talks about the strength of a positive feedback. He says that we have a culture of giving negative feedback and that we usually do not remember to praise when a good work is done. Ricardo explains that just an email or a comment about the good work is usually enough to motivate anybody, thus leading her/him to make less mistakes in the execution of his/her work. He also explains that a positive feedback must always be honest.

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Episode transcript

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Hello everybody welcome to the five minutes BM podcast today. I like to talk to you about the power of the positive feedback and why I like to talk to you about that. Because usually most of the time we are extremely competent to criticize people. It's very easy for us to point mistakes and leverage this mistakes.

Send emails, complaints, shout, scream, knock on the table. So this is very easy. We are very well prepared in the business environment to do that, but we're not so used to say good things to people and the power of this good thing. It's much more strong. It's a stronger. And then the negative feedback. So we need to try to refer because there is one motivational theory call the skin of theory, the reinforcement theory that says that we tend to continue full, received, positive feedback.

So if I do something and you tell me that I need the good thing tomorrow, I want to receive, leave this compliment again. So imagine a child starting to walk, starting to walk. I can do positive and negative. The positive is safe. Hey, good job. Good job that you gave one step. Perfect. Now let's do another one. You are great. Yeah, but I can do also negative feedback and say, hi, you want a one year old?

In you, we're not walking yet. What's going on? What's the problem. Your neighbor is walking, but you do not imagine how is that a different, the child will understand that and translate this to situations and the project environment. It says that exactly the same. So we need to understand that when it's time to criticize, when its time to highlight problems, when you need to do that, we need to do that.

But when people are working overnight, we can see working in a day really hard to make he thinks happen. We need to say to them. Good job. Thank you very much. So there's more words. There's more words I'm not talking about, about compensation. I'm talking about social compensation. So to say, good job, good job. I'd like only to recognize all the fourth of the team during this weekend because everybody is working, expecting some kind of Feedback sure nobody would work without feedback.

And when they receive positive feedback, this motivate him or her to continue. So it's only is a small thinks. So we need to understand and realize that during our work day to see, okay, he did a deal. Great work on my schedule. Good job, John. So its this because when John returns back home at night, he will say to his wife or, Oh, Today the project manager said to me that I did a good job.

Great. I'm so happy today. And there is what motivate him to, to tomorrow to do something even better. This is that meritocracy. It's a meritocracy. I'm not telling you are suggesting that to have someone that is doing everything wrong and you are clapping and say, congratulations, this is not the case, but I'm pretty sure that most of you that are listening this podcast know a lot of competent people, dedicated people, committed people that are working in your projects.

So this people must be social recognized. I'm not talking about money again. I'm not talking. I'm talking about social relationship. I'm talking about give people recognition for their extreme effort. So this is something really important. Then this bottom lap will solve the problem of your project because motivated people produce more. They do less mistake and the improve the results in this is what really matters to all of us.

I hope you enjoy this podcast. See you next week with another five minutes PM. Podcast bye. Bye.

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