What Employees Really Want From Managers: Honesty vs. Positive Feedback

Effective communication is the cornerstone of a successful workplace, but what kind of feedback should managers provide to their employees? The jury is still out on whether employees prefer honest feedback or positive feedback. This article explores the nuances and benefits of both approaches.

The Value of Feedback in the Workplace

Feedback is an essential component of effective communication. It not only helps improve performance but also builds trust, retains top talent, and elevates a brand's reputation.

Types of Feedback: Honest vs. Positive

Managers have the choice between two types of feedback: honest and positive. Each has its own significance and purpose in the workplace.

Honest Feedback

Honest feedback is prescriptive and based on specific areas that need improvement. It offers detailed examples and constructive criticism to help employees enhance their performance.

Example:

"I've always appreciated your hard work and commitment, but I've noticed that your sales have declined in the past few weeks. Let's chat to rethink your deliverables and goals, and I'll offer my support to help you get back on track. What do you think?"

Positive Feedback

Positive feedback recognizes and appreciates excellent work, emphasizing employees' strengths and accomplishments. It reinforces positive behavior, which helps improve confidence.

Example:

"Congratulations, you did a fantastic job on our latest project. I love the way you presented it. The slides looked quite impressive. I appreciate your detail and ability to stay focused. Looking forward to your next presentation. Keep it up!!"

The Dilemma: Trust and Positive Feedback

Despite the benefits of honest feedback, it is crucial to understand when and how to provide it. A notable study from a Polish organization highlighted the importance of trust over management competence. Positive feedback is more effective when it acknowledges achievements and progress.

If an employee is not meeting the desired outcomes, simply providing positive feedback could be seen as dishonest and demotivating. It is important for managers to balance these two approaches to maintain credibility and trust.

What Matters Most to Employees

A survey of 500 U.S. employees, published in the book “What People Want” by Terry Bacon, revealing the top priorities for their managers:

Honesty: 90% say they want honesty and integrity from their manager. Lies and secrets are the biggest killers of credibility. Fairness: 89% want their manager to be fair and to hold all employees accountable to the same standards. Trust: More than 86% want to trust—and be trusted by—their manager. Respect: 84% want to respect—and be respected by—their manager. Dependability: 81% say they want to be able to count on their manager when needed. Collaboration: 77% want to be a part of their manager's team and be asked to contribute ideas and solutions. Shutting employees out will shut them up—and send them shipping out. Genuineness: 76% want their manager to be a genuine person. Employees sometimes spend more time with their boss than with their families—they don’t want a phony. Appreciation: 74% want their manager to appreciate them for who they are and what they do. When was the last time you handed out a “Thank you!” or “Great job!” to employees? Responsiveness: 74% want their manager to listen, understand, and respond. Be a sponge, not a brick wall.

Conclusion

The best approach to feedback is one that strikes the right balance between honesty and positivity. Managers must trust their instincts and be willing to adapt their feedback style to meet the needs of their employees. Providing constructive, honest feedback when appropriate, and recognizing and celebrating excellent work when deserved, will foster a positive and productive work environment.