If you're not sure you need to give more positive feedback, think about this:
What was the most meaningful piece of praise you ever received? I'm willing to bet you still remember it. Maybe it was a teacher who told you that you had a gift for writing, a boss who noticed the extra effort you put into a project, or a mentor who saw leadership potential in you before you saw it in yourself. Whatever it was, that moment stuck with you—and it likely fueled your confidence and motivation in a way that constructive criticism never could.
That’s the power of positive feedback. Yet, despite its impact, many leaders don’t use it nearly enough. Research shows that it takes five or more positive interactions to outweigh a single negative one, and 69% of employees say they would work harder if they felt more appreciated. So, if positive reinforcement is so effective, why do so many leaders struggle to give it?
Why Do Leaders Struggle with Positive Feedback?
For many leaders, the challenge isn’t that they don’t appreciate their team—it’s that they don’t express it enough. Leadership often comes with a heavy focus on results, metrics, and problem-solving. It’s easy to get caught up in what’s not working and forget to acknowledge what is.
Some leaders also worry that too much praise might make them seem soft or lower the bar for performance. They believe their job is to push their team, not to hand out compliments. Others simply feel awkward giving praise, especially if it doesn’t come naturally to them. They may fear sounding insincere or forced, so they say nothing at all.
And then there’s time—one of the biggest excuses of all. With back-to-back meetings, looming deadlines, and constant demands, stopping to recognize someone’s contributions can feel like a luxury rather than a priority. But here’s the irony: taking just a few moments to give meaningful positive feedback can actually save time in the long run by boosting engagement, motivation, and productivity.
Shifting the Mindset: Feedback as Fuel
The truth is, feedback isn’t just about fixing what’s wrong—it’s about reinforcing what’s right. And when leaders focus only on correcting mistakes, they miss a huge opportunity to inspire growth.
Think about it: when someone points out a mistake, you might feel momentarily motivated to fix it, but it doesn’t always leave you feeling inspired. On the other hand, when someone recognizes your strengths and contributions, it fuels your confidence and makes you want to keep improving. That’s why the most effective leaders don’t just manage performance—they develop people.
So how do you make positive feedback a natural part of your leadership style, especially if it doesn’t come easily to you?
Making Recognition a Habit
One simple way to build the habit of giving positive feedback is to be intentional about looking for it. Instead of waiting for something extraordinary to happen, start noticing the small moments—when someone takes initiative, solves a problem, or supports a teammate. These moments are happening all the time; they just need to be acknowledged.
When giving feedback, be specific. A generic “Good job” might feel nice, but it doesn’t carry the same weight as something like:
"I really appreciated the way you led today’s meeting. You kept the discussion focused, made sure everyone’s voice was heard, and helped us walk away with a clear action plan. That kind of leadership makes a huge difference."
See the difference? Specific feedback not only reinforces the behavior but also makes the person feel truly seen.
It’s also important to give feedback as close to the moment as possible. Waiting for a quarterly review or an annual performance discussion takes away the immediacy and impact. The best feedback is given in real-time, when the action is still fresh.
And if you’re worried about overdoing it? Remember that recognition isn’t about inflating egos—it’s about reinforcing strengths. Research shows that people thrive when they receive at least five positive interactions for every piece of corrective feedback. This balance doesn’t mean avoiding constructive criticism; it means making sure praise is given just as freely.
A Challenge for Leaders
If you’re ready to make positive feedback a bigger part of your leadership, here’s a simple challenge: Download our free Positive Feedback Habit Tracker. For the next 30 days, commit to giving three meaningful pieces of positive feedback every workday. It doesn’t have to be grand—just something that acknowledges effort, progress, or impact. Keep track of how it affects your team’s engagement, energy, and morale. You might be surprised at the ripple effect it creates.
At the end of the day, leaders set the tone for their teams. If you want a culture of engagement, trust, and accountability, it starts with how you recognize and develop the people around you. And it doesn’t take much—just a few words of encouragement can turn good work into great work and good teams into extraordinary ones.
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