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Every organization should recognize and celebrate employees’ efforts. Positive feedback, when done right, fosters engagement, motivation, and employee growth. But striking the right chord with a supportive message is easier said than done. If you’re looking to spread encouragement and positive reinforcement at your company — or if you’re just looking for the right way to thank a co-worker — read on for some actionable tips and feedback examples for a wide range of situations.
What is positive feedback?
Positive feedback includes any time an individual is recognized or praised. It can range from a few quick words of thanks after a particularly productive meeting to a memorable gift and speech during an employee’s tenth anniversary celebration.
By highlighting strengths and demonstrating that their contributions are truly appreciated, positive feedback reinforces the behaviors that lead to individual and organization-wide success. It’s the carrot to the stick of constructive criticism, and it’s a key ingredient in any attempt to keep motivation and engagement high, whether over the course of a year-long project or a 90-minute soccer match.
How does positive feedback improve morale?
Positive feedback can be a powerful morale booster as it isn’t just acknowledgement for a job well done, but it also cultivates a sense of appreciation and happiness. It helps with creating a supportive workplace culture where people feel motivated and respected, ultimately lifting their spirits.
When employees feel recognized and valued, they also become more engaged. According to Gallup, 80% of employees that receive frequent, meaningful feedback report feeling fully engaged.
Besides boosting morale and engagement, positive feedback also:
- promotes a culture of recognition in the workplace
- helps employees forge strong emotional ties to work
- strengthens employee commitment to performing well
What is a positive feedback loop?
A positive feedback loop is a continuous cycle that reinforces positive outcomes and behaviors. Ultimately, it contributes to an enhanced work environment and individual and team performance. For example, after receiving positive feedback, an employee may feel more engaged and motivated to perform — inciting more positive feedback in the future.
Some benefits of positive feedback loops are:
- Increased motivation: Positive feedback boosts morale, leading to increased motivation, enthusiasm, and productivity
- Skill development: If the employee receives positive feedback on a particular skill, they might be motivated to strive for mastery in that area
- Continuous improvement: Positive feedback regarding growth and development fosters a culture of continuous improvement within the organization
How to provide positive feedback at work
Let’s dive into how you can ensure your words of appreciation always land well, no matter what the situation is, with these evergreen tips for giving effective positive feedback — along with examples of how to put each into action.
1. Be specific and timely
Example:
“I wasn’t sure how this meeting was going to end up until you chimed in, Fiona! Thank you so much for addressing the client’s concerns so thoroughly and professionally. We really owe you.”
Positive feedback is far more effective when it’s provided quickly and clearly refers to the behavior or action you want to recognize. It’s the difference between knowing your manager or teammate noticed your extra effort in the moment and wondering why they’re mentioning something you’ve forgotten yourself two months later.
Also important to note according to research from Gallup, is that effective feedback should be timely to increase its relevance. For example, immediately after a team meeting could be a good time for management to praise the team for coming prepared with great ideas. In turn, this timely feedback could lead to more productive brainstorming sessions in the future. After all, what gets recognized gets repeated.
2. Use an appropriate communication channel
Example:
“Hi Sarah! I just wanted to drop you a quick note to express my gratitude for contributing such amazing feedback on all your peer reviews this go-around! I can tell you really put thought into every recommendation you made, and I wanted to let you know I appreciate it.”
There’s no right or wrong way to deliver positive feedback. It all depends on what makes the most sense based on how your organization is structured and the specific situation. If you’re recognizing a remote employee on their tenth work anniversary, a team- or company-wide virtual meeting where you can deliver your words of appreciation face-to-face may be the best call. If you’re instead looking to commend your manager on a well-led client meeting, opt for a brief email or chat message instead.
3. Back up your words with great rewards
Example:
“Congratulations on your promotion! To celebrate, we got you two tickets to the Taylor Swift concert coming up! I hope this makes your career milestone extra special.”
Social recognition is always welcome, but some occasions call for more. Look to boost the impact of your positive feedback with exciting rewards personalized to the recipient’s tastes. This is much simpler when your organization has adopted an employee recognition and rewards platform that features a points-based reward system.
You receive a certain stipend of points you can give to other team members when you recognize them. They watch their points accumulate and then redeem them for gifts and experiences they want in the platform’s rewards marketplace. This empowers everyone with the ability to make their words of appreciation even more meaningful.4. Recognize your peers
Example:
“Thanks for being someone I can always rely on, John. We’ve been helping each other out since we started training together, and it’s made such a huge difference during my time here.”
4. Recognize your peers
Example:
“Thanks for being someone I can always rely on, John. We’ve been helping each other out since we started training together, and it’s made such a huge difference during my time here.”
Giving positive feedback to your direct reports and company leaders is important, but don’t neglect peer-to-peer recognition. When team members acknowledge each other’s efforts, they’re more likely to form genuine, lasting bonds that can pay dividends both personally and professionally. So when you see a teammate go above and beyond, or when they give you a much-needed helping hand, make sure they know you appreciate them.
Some peer-to-peer recognition examples include:
- Free lunch for recognized teams or individuals
- Monetary and social recognition
- A points-based recognition program
- Public recognition on team communication tools like Microsoft Teams
- A shoutout on social media
5. Link feedback to company values
Example:
“We’ve all heard how one of our major goals is to support sustainability, but I honestly felt that had fallen on the back burner here until your recent initiative. It’s great to see how recycling our products can help the environment and make a difference in our bottom line. Thanks for making this value come alive for me!”
Most organizations have some type of vision statement or list of values — but how many employees know what they are, let alone see them in action on a frequent basis? Linking positive feedback to specific company values is an effective way to show how those values are more than just words on your organization’s website. It aligns employees with your organizational culture and shows them how their efforts contribute to the bigger picture.
16 examples of positive feedback for employees
Opportunities to provide positive feedback arise every day, but most pass by unnoticed. Here are 16 great examples of how and when to give employees some words of encouragement.
Positive feedback examples for employee performance
1. Acknowledging successes
Example:
“Your management of our new product development initiative has been outstanding. It looks like we’re going to be ready to start delivering it way ahead of schedule, and there’s no way that happens with your dedicated work and hard-won experience. I wanted to make sure you knew your incredible results hadn’t gone unnoticed.”
There are few things more demoralizing than doing a great job…and seeing your work go unrecognized. Don’t hesitate to dish out some feedback whenever you see a co-worker succeed in matters big or small. The latter is just as important as the former — when an employee sees that others appreciate all the little things they do on a daily basis, they’ll have the confidence and motivation to excel when the big moments arrive.
Other ways to provide feedback for success
- You did such a great job on yesterday’s presentation, and I heard the client was so pleased that they might extend the project with us. Keep up the excellent work!”
- “Well done on responding to that customer with patience, resourcefulness, and empathy. Customer support is central to our company’s brand, and you’re doing a great job at exhibiting those values.”
- “I’m really impressed with the recent improvement in your work. You’ve been so receptive to feedback, and I’ve noticed how proactive you’ve been in making the necessary changes to improve.”
2. Praising an efficient employee
Example:
“You’ve been one of the most productive members of our department year-in, year-out, Ben. Not only that, but you’ve also helped other team members put some of your own methods into practice. Please keep doing what you’re doing!”
Efficiency is one of the most valued traits in almost any industry. When a team member exceeds productivity expectations, acknowledge their performance without delay and see if they have recommendations for boosting efficiency across their team or the company. After all, it’s difficult to stay motivated and hardworking without encouragement from those around you.
Different ways to praise efficiency:
- “Thank you for staying late today to wrap up work post-meeting. Just want you to know that we really appreciate having you on the team, and knowing we can always count on you.”
- “I’m so impressed with how the newly rebranded website has turned out, as we know how hard you’ve been working on the project since the start of the year.”
- “The team has been really impressed with how well you are able to manage your tasks. Time management is clearly one of your greatest strengths!”
3. Celebrating high customer satisfaction
Example:
“I’ve never seen such a positive customer review before! Your focus on getting our clients what they need — and showing empathy while you’re assisting them — is something we can all learn from.”
Businesses don’t last long if they can’t please their customers. While quality products and services are a key part of the equation, employees with exceptional client-facing skills are just as valuable. If you’re aware of a team member who embodies great customer service on a daily basis, go ahead and send some positive feedback their way.
4. Providing a positive performance review
Example:
“One of your biggest talents is your ability to build strong relationships with both vendors and clients. Your communication skills and ability to consistently demonstrate your expertise have made a real impact. Keep leveraging these strengths!”
Performance reviews are often a time for constructive criticism, but recommendations for improvements are unlikely to go over well without any acknowledgement of an employee’s strengths and achievements. Don’t hesitate to highlight all the ways the employee has succeeded and grown since their last review.
You should also try to avoid rigidly adhering to the “compliment sandwich” approach — where a piece of criticism is given between two instances of positive feedback. This will come off as artificial, and employees will likely focus on the negative and disregard any compliments. Instead, when constructive criticism is called for, simply provide it naturally and honestly, with recommendations for how you and the company can support improvement on the part of the employee ready to discuss.
Other ways to acknowledge a job well done during a performance review:
- “Your dedication to delivering quality work is impressive! It’s inspiring and energizing to your teammates and helps keep the standard for work high in the team.”
- “Time management is clearly one of your greatest strengths, and you’ve been amazing at hitting all the deadlines that we’ve set. Well done!”
5. Publicly highlighting contributions
Example:
“I want to recognize Gillian for receiving the highest average customer satisfaction rating among our entire support team. She’s also made some incredibly useful contributions to our internal knowledge base, helping everyone provide better service to our clients. Cheers, Gillian!”
Speaking of publicity, giving positive feedback is often more impactful when done in a group setting, whether that be a company-wide call, a team meeting, or a post on your company’s employee recognition platform. As long as you’re sure that it won’t rub the employee the wrong way, showing appreciation publicly is an excellent way to boost its effect on both the recipient and others at your organization.
Examples of positive feedback for recognition
6. Cheering on a recognition superstar
Example:
“You’ve always led the way when it comes to providing genuine recognition to other team members. It’s had a major impact on changing our culture for the better. We appreciate you serving as such a great example, and please keep the appreciation coming!”
Recognition is a virtuous cycle: the more everyone at your company provides, the more they’ll receive in return. That’s why highlighting those employees who frequently provide positive feedback is so important. Other employees will follow their lead, turning recognition into a cornerstone of an exceptional organizational culture.
Another benefit to providing frequent positive feedback is that it creates a positive feedback loop, where recognition leads to a boost in morale, productivity, professional growth—and ultimately the repetition of positive behaviors.
7. Giving an award
Example:
“Congrats on being our most recognized employee, Brian! You contribute to our company’s success in so many ways, and your teammates know it. Enjoy the award and the reward points!”
Employee awards can be given for a huge range of reasons, from a standard employee of the month award to recognizing the best mentor or innovator at your company. Whenever a team member receives an award, pitch in with a message of congratulations, and — if your organization has adopted a modern employee rewards platform — pitch in with some reward points to drive home the importance of the occasion.
Other ways to acknowledge those who have won an award could be:
- “Great job at being recognized as one of the best mentors in the company. Your efforts to pay it forward are noticed company-wide, keep up the good work!”
- “Congratulations on being awarded employee of the month! Besides the social recognition, we also wanted to gift you these points so you can redeem it for something special on the rewards marketplace.”
8. Recognizing innovation and initiative
Example:
“When it comes to identifying a potential problem and tackling it well in advance or thinking of a new way to streamline one of our workflows, you’ve got it covered. Simply put, you’re great at your job. Thank you for being such a valuable part of our team.”
Few organizations would say they discourage innovation and frown on creativity. However, how many companies actually make recognizing and rewarding new ideas a priority? Instead of shooting down innovative suggestions or leaving it to the employee to implement their ideas on their own, respond with positive feedback. Even if the employee’s current innovation doesn’t work out, they’ll be far more likely to maintain a creative mindset going forward, and your company will reap the benefits.
Positive feedback examples for employee development and growth
9. Showing appreciation for employee input
Example:
“I’m sure you’ve seen the increased employee engagement metrics over the second half of this year. I don’t think we would have experienced anything close to this without your feedback on how we could start changing our culture and leadership methods for the better. Broaching topics like those can be truly difficult, but you did it anyway, and it’s made a real difference in the daily work lives of all your co-workers, myself included.”
Positive feedback in exchange for useful feedback — what could be more fair than that? Employees who provide input on work-related issues, be they ideas for new products, an innovative way to tackle common tasks, or ways to improve company culture, need to know their feedback is heard and appreciated.
Of course, many team members are most comfortable providing input confidentially, and this anonymity should always be respected, so this form of positive feedback should be limited to those employees who exercise their voices using more public channels.
10. Encouraging professional development
Example:
“All I can say after listening to your latest presentation on how to improve inbound marketing is ‘wow!’ I learned so much, and it’s clear all the courses and seminars you’ve attended over the last couple years have paid off. Your enthusiasm for seeking new knowledge is inspiring! The team and I are lucky to have you.”
Few things are as much of a win-win for both employee and employer as prioritizing professional development. But even the most comprehensive talent development program will struggle to deliver consistent results if those who actively participate in it aren’t recognized for their efforts. When you see another employee take ownership of their professional growth and put their new skills to use, give them a shout out and encourage others to follow suit.
Positive feedback examples for leadership
11. Highlighting examples of great leadership
Example:
“You’ve been an amazing mentor to me from day one, Denise, and I know I’m not the only one who’s benefited so much from your coaching. You exemplify our company’s values every day, and you make working here engaging and enjoyable.”
Ask anyone with even a little experience in the workforce, and they’ll tell you just how important a good manager is when it comes to job satisfaction and productivity. Leaders who avoid micromanagement, prioritize coaching, and regularly practice transparency are more than deserving of recognition. Whether you’re their peer, supervisor, or direct report, some positive feedback will put a smile on their face.
12. Sending a thank you note
Example:
“Alex, I wanted to express my sincere appreciation for your guidance as I stepped into my new role. Your willingness to take on a coaching role and your consistent positivity made all the difference. I’m looking forward to continuing to learn and collaborate for years to come!”
Sometimes, the simplest gestures mean the most. A personalized message of thanks, whether delivered in person or digitally, will rarely go amiss. It doesn’t need to be especially lengthy or involved, but always take the time to tailor your note for the recipient, so they note the thoughts you’ve expressed are genuine.
13. Recognizing a real team player
Example:
“You’re really the ultimate team player, Michelle. You make everyone feel included with your collaborative approach to each project you take on. And it’s led to some of the best, most consistent results at our company. Thanks to you, there’s no group here I’d rather be a part of.”
You’ve doubtless felt the difference between working with truly collaborative peers and team members who rarely leave their bubble. It’s much easier — and more enjoyable — to get the job done when you have a team of individuals you trust at your back. Praise employees who demonstrate great teamwork to reinforce the importance of collaboration and foster a supportive work environment where people feel like they really belong.
Positive feedback examples for improving culture
14. Celebrating milestones and anniversaries
Example:
“It’s been three years today, Kaitlyn, but it’s honestly hard to picture a time before you joined us. From your mentorship of others in your department to your incredible close rate, it’s more than fair to say you’ve transformed the sales department. Congratulations, enjoy the wellness retreat, and here’s to many more years of success together!”
Milestones and work anniversaries are classic opportunities for celebration, so don’t let them go to waste. Completing a lengthy online course, closing that big deal, receiving a sought-after promotion — these and similar events definitely call for some positive feedback. Make sure the way you provide recognition suits the circumstance, as well. Having leadership or a group of teammates provide a meaningful gift or experience will ensure the recipient knows your words are heartfelt.
Here are more ways to acknowledge a work anniversary:
- “I can’t believe that it’s been already a year since you joined the team! I’ve enjoyed working together, witnessing your growth in the role, and I look forward to seeing what the second year brings.”
- “Happy anniversary, Sarah! We’ve been working together for a few years now, and you’ve been the best teammate. You’re hardworking, a great listener, and you’re always open to new ideas. Can’t wait to collaborate more in the future!”
- “Thanks for three years of incredible work, Alysa. You’ve been instrumental in our team’s growth and our clients only have the most positive things to say about you. You’re so valued here!”
15. Supporting wellness
Example:
“You’re the first manager I’ve ever had who walks the walk when it comes to supporting employee wellness and self-care. I can’t tell you how amazing it is to be encouraged to actually take paid time off and recharge rather than working until I’m burnt out. Let’s keep the wellness train moving full steam ahead!”
Despite all the talk about the importance of wellness, there are still many organizations with cultures that stigmatize employees who actively prioritize their health. That makes those companies and employees who exemplify good wellness habits — whether that takes the form of practicing mindfulness, starting up a work exercise group, or simply taking advantage of their PTO when they need it — all the more valuable. You can start boosting employee wellness at your company with a single message of appreciation.
16. Recognition to new hires
Example:
“Welcome to the team, John! We’re so happy to have you here and are excited to finally have someone with your expertise in the role.”
Recognizing new hires is crucial because they require extra support while navigating the uncertainties of a new role. Positive feedback helps new hires integrate into your company with enthusiasm and confidence, which could lead to speeding up their onboarding process and enhancing early-stage productivity.
Here are some additional examples of positive feedback for new hires:
- “Although it’s just been week three in your new role, we’ve been impressed by how you’ve hit the ground running and have been so enthusiastic to take on projects and collaborate with the team. Keep up the good work!”
- “I just wanted to take a moment to thank you for all the energy, fresh ideas, and perspective that you’re bringing to the new role. It’s been very energizing to have you on the team!”
Deliver positive employee feedback across your company with Achievers
Sending an appreciative email or saying thanks during a team meeting doesn’t take too much effort. But providing positive feedback — and fun rewards — to your co-workers whenever and wherever the urge strikes you? That level of convenience and empowerment requires a market-leading recognition platform.
The Achievers Employee Experience Platform is an easy-to-adopt, science-backed solution that includes everything your organization needs to make positive feedback and recognition a pillar of its culture.
It features Achievers Recognize, which lets employees recognize personal and professional wins from the devices and applications they already use every day — and boost the impact of their messages with a best-in-class rewards marketplace.
Achievers Listen completes the picture by giving people leaders the ability to collect real-time feedback using an array of polls, forms, and surveys, together with an always-on, AI-driven HR chatbot. It then guides them from insight to action by showing them which aspects of the employee experience are looking strong and which could use some extra attention.
