Feedback Strategies

Feedback Strategies


This week, I read two articles about feedback strategies to improve my feedback skills. The first article I read was called' Five Reasons to stop saying "Good Job!"' by Alfie Kohn. This article was a great read. Here are some reasons he suggests to stop saying "Good Job":

Manipulating children: A "Good job!" to reinforce something that makes our lives a little easier can be an example of taking advantage of children’s dependence. Kids may also come to feel manipulated by this, even if they can’t quite explain why. Telling a good "good job" doesn't show much emotion to them after they've done something positive like not spilling their drink when drinking.

Creating praise junkies: In short, "Good job!" doesn’t reassure children; ultimately, it makes them feel less secure. Sadly, some kids might grow up looking for people to praise everything good they do.

Reduces Achievement : If the parent keeps saying "good job" on everything the child does , the child could then grow up being confused between weather he/she done a ok job or an excellent job due to the overuse of the phrase "good job".
 Here's a link to the article I read: http://www.amblesideschools.com/sites/default/files/Five%20Reasons%20to%20Stop%20Saying%20%20Good%20Job!.pdf

The second article I read was called 'Why Do So Many Managers Avoid Giving Praise?' by  Jack Zenger and Joseph Folkman. This article explained why managers avoid giving praise. We can only conclude that many managers feel that it’s their job to tell their direct reports bad news and correct them when they make a mistake, but that taking the time to provide positive feedback is optional. Some managers see themselves as the typical boss that has to give out all the time which is a bad thing for their employees self-esteem when they do good work. I really enjoyed reading this article as I got to learn more about the reasons behind some managers not liking to give positive praise to their employees. I think managers should be giving positive praise to people who do work well because it gives the worker a confidence boost and helps them work harder for their next project/work.
Here's a link to the article: https://hbr.org/2017/05/why-do-so-many-managers-avoid-giving-praise

An image of feedback and speech bubbles above the word.
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