The best performing teams give each other feedback in a ratio of 5.6 positive to 1 negative (source Institute of Leadership & Management). Poor performing teams give far less positive feedback to each other… why is this?
Could it be that poor performing teams have very little that’s positive to talk about, or is it that teams make more improvement, and hence become the best performers, when they have a good mix of positive and negative feedback? We believe in the latter.
Feedback is an opportunity for the manager to let each team member know how they are doing, both positive and negative, and to enlighten them to their Blind Area, as described by the Johari Window Model. We are all human; focussing on the negative can be demoralising but a balance can be motivational. Building on strengths and developing weaknesses by agreeing targets, along with a way for each individual to measure their own performance, establishes an improvement culture.
Check out the Weetabix Case Study to see what was achieved when the company focussed on improving employee engagement by using a range of tools and techniques, including the optimum feedback ratio.
If you’re looking to establish a culture of improvement in your organisation, then why not get in touch to see how we could help.