Positive feedback examples to use at work

It always feels good to get positive feedback at work. Recognition from colleagues lets you know your hard work is noticed and appreciated. It can increase your job satisfaction and encourage you to keep trying your best.  

While identifying what needs improvement is important, recognising and reinforcing what’s working is a vital part of good workplace culture. Positive feedback not only boosts morale, it encourages good practices and habits among team members. It serves as a powerful tool for keeping workers engaged, increasing productivity and fostering a supportive work environment. 

In this article, we explore practical ways to give positive feedback at work, and provide examples of employee feedback to use as a starting point. There are also feedback for peers examples that offer tips on giving positive feedback in different work scenarios.

What is positive feedback?

Positive feedback recognises an employee’s strengths, achievements and hard work. It builds confidence, reinforces positive behaviours and helps people feel valued. When employees receive positive feedback, they’re more likely to feel motivated, leading to increased engagement, productivity and loyalty.

In contrast, constructive criticism points out employee mistakes and areas for improvement. While this type of feedback is valuable, it’s important to strike a balance between positive and negative feedback: too much constructive criticism can be demoralising, while being too positive can stunt development and growth.

Benefits of giving positive feedback

Providing positive feedback has benefits to both the person and the organisation. 

For team members

When team members feel their efforts are recognised and valued, they’re more likely to trust their leaders and feel a stronger connection to their team. Positive feedback opens up the lines of communication, creating an environment where employees feel comfortable sharing their ideas and feedback. Employees who feel confident in their abilities are more likely to:

• take initiative, 
• embrace new challenges, and
• find innovative ways to contribute to the team. 

Knowing that their work is appreciated and valued can make employees feel more secure and satisfied in their roles.

For the organisation

Positive feedback is a powerful motivator that can lead to increased effort and better ongoing performance. By acknowledging specific actions or behaviours, positive feedback reinforces those behaviours, encouraging employees to continue or improve them. This is especially effective when guiding new employees or launching new processes.

When to give positive feedback

As with many things at work, timing is key for making positive feedback meaningful and effective. Here are some good moments for giving positive feedback, before we look into good reviews examples:

• Immediately after an achievement: when an employee achieves a goal, completes a challenging task, or goes above and beyond in their work. Immediate feedback connects with the action and reinforces that behaviour. 
• Regularly scheduled performance reviews: a great platform for providing feedback. This is the ideal time to recognise a team member’s achievements over the review period, highlighting their strengths and contributions.
• Following noticeable improvement: when an employee shows improvement in their skills, work habits or performance. Acknowledging this progress shows you are paying attention and value their efforts.
• Recognition of positive workplace behaviour: acts of kindness, teamwork or exceptional customer service should be recognised in the moment to set a positive example for others.
• In times of stress or challenge: recognising an employee’s hard work, resilience or positive attitude during difficult periods provides much-needed support and shows you value their contribution, especially under tough circumstances.

How to give positive feedback

Effective positive feedback isn’t just about praising; it's about providing specific and useful information that encourages continued positive behaviour and growth. Here’s how to ensure your feedback is impactful:

• Be specific and clear. Avoid vague compliments. Be specific about what the person did well. For example, instead of saying “Good job”, say, “Your detailed report provided clear insights that helped us make an informed decision”. It helps to tailor your feedback to show how their actions have positively impacted the team or project.
• Be genuine and sincere. Your feedback should come from a place of genuine appreciation. People can tell when praise is insincere, which makes it less effective.
• Focus on growth. While the main aim is to acknowledge what went well, it’s important to frame feedback in a way that encourages further development. For example, you might say, “Your presentation was very persuasive. I think you could also explore…”
• Make it regular. Don’t just wait for formal reviews or after major achievements to provide positive feedback. Instead, keep feedback constant to help maintain motivation and morale.

20 good feedback examples and when to give them

If you’re not sure how you can show appreciation to a colleague, take a look at these examples of feedback, addressing various situations and accomplishments in the workplace. Below are some examples for managers and some peer feedback examples that you can use as a guide. These feedback for employees examples cover a range of scenarios and industries that you can adapt to your specific situation. 

1. Upon project completion

Scenario: a team member has just completed a significant project successfully.

Feedback example: Great work on the successful completion of [project name]! We couldn’t have done it without your determination and incredible talent. The whole team recognises and appreciates all your hard work. 

When to give: during a team meeting or a project debrief session. It acknowledges the employee’s effort in front of peers, setting a great example while enhancing their sense of achievement and recognition.

2. After overcoming a tough challenge

Scenario: an employee has overcome a particularly difficult challenge during a project.

Feedback example: I noticed how you tackled [specific challenge] without any hesitancy. Your perseverance and creative problem-solving were impressive and instrumental in overcoming this hurdle. Your resilience sets a great example for our team.

When to give: shortly after the challenge is overcome, either one-on-one or in a small group setting, to reinforce the importance of resilience and problem-solving.

3. Witnessing teamwork

Scenario: a group of employees worked exceptionally well together on a project.

Feedback example: The way you all collaborated on [project/task] was outstanding. Each of you brought unique strengths to the table, and the collaborative effort was evident in the results. Your teamwork sets a new benchmark for the entire company.

When to give: during a team meeting or a public forum, as it celebrates collective effort and reinforces the value of teamwork.

4. Display of unique skills or talents

Scenario: an employee uses a unique skill or talent to contribute to a task or project.

Feedback example: Your skill in [specific skill] really shone through in this project. It's not just your talent but your ability to apply it that truly makes our work stand out. Your unique contributions are greatly valued.

When to give: in a one-on-one setting or in a team meeting where the employee’s contribution can be highlighted.

5. For exceeding expectations

Scenario: an employee goes above and beyond what was expected in their role.

Feedback example: Your work on [specific task/project] far exceeded our expectations. We are really impressed by what you have achieved and your dedication is truly appreciated.

When to give: soon after the task’s completion to highlight how the employee has gone beyond expectations. 

6. Improvement in work quality

Scenario: an employee has shown noticeable improvement in the quality of their work.

Feedback example: I've been looking at your projects over the past few months, and the improvement in your work quality is outstanding. Your efforts in enhancing your skills are clearly visible and highly appreciated.

When to give: during a performance review or one-on-one meeting, emphasising personal growth and development in an individual setting.

7. Display of leadership skills

Scenario: an employee shows exceptional leadership qualities in a team setting.

Feedback example: Your leadership skills were particularly evident in how you managed the [specific situation or project]. You inspired your teammates and led by example, which have a huge impact on the project’s success. Great job!

When to give: in a team setting or public forum to acknowledge and set an example of effective leadership.

8. For adapting to change

Scenario: an employee successfully adapts to a significant change in the workplace.

Feedback example: I've noticed how well you’ve adapted to [specific change]. Your flexibility and positive attitude during this transition is appreciated. This adaptability is crucial to our team’s success.

When to give: in a team meeting or one-on-one, highlighting the importance of adaptability in the face of change.

9. Demonstrating initiative

Scenario: an employee takes initiative beyond their regular duties.

Feedback example: Your initiative in [specific action] was really impressive. Taking the lead on this without being asked shows great self-motivation and foresight. Your proactive approach is a great asset to our team.

When to give: shortly after the initiative is shown, either in a one-on-one or team meeting, to reinforce the behaviour on the spot.

10. For exceptional customer service

Scenario: an employee delivers outstanding customer service.

Feedback example: The feedback from customers about your service has been overwhelmingly positive. Your ability to handle their concerns with such professionalism and care is noticed and appreciated. Your work is an example of excellent customer service that we should all try to emulate.

When to give: in a team setting where the importance of customer service can be emphasised to all.

11. After meeting a tough deadline

Scenario: an employee meets a challenging deadline under pressure.

Feedback example: Meeting the deadline for [specific project/task] under those circumstances was no small feat. Your time management and dedication were crucial in getting this done on time. Your hard work is truly appreciated.

When to give: right after the deadline is met, either in a team meeting or one-on-one, to immediately acknowledge the effort and dedication involved.

12. Successful problem solving

Scenario: an employee effectively solves a complex problem.

Feedback example:Your approach to solving [specific problem] was not only effective but also innovative. Your ability to think outside the box and find practical solutions is something you should be proud of.

When to give: in a team setting, where the problem-solving approach can serve as a learning point for others.

13. Taking responsibility for a mistake

Scenario: an employee openly takes responsibility for a mistake and works to correct it.

Feedback example: I appreciate your honesty in taking responsibility for [specific mistake]. Your approach to correcting the situation and learning from it demonstrates great professionalism and integrity.

When to give: in a private setting, showing appreciation for the employee’s integrity and encouraging a culture of accountability.

14. Displaying creativity or innovation

Scenario: an employee shows exceptional creativity or introduces an innovative solution.

Feedback example: Your creative approach to [specific project or problem] brought a fresh perspective that was much needed. Your innovation has opened new possibilities for our team. Keep up the great work!”

When to give: in a broader team or company meeting, to highlight and celebrate innovative thinking and encourage others.

15. When goals or targets are met

Scenario: an employee or team successfully meets or exceeds set goals or targets.

Feedback example: Congratulations on hitting your targets for [specific goal]. Your determination and hard work in achieving these objectives are commendable. Your success is a significant contribution to our team meeting its goals.

When to give: in a team meeting or a work lunch to acknowledge the achievement and its impact on the team’s objectives.

16. Display of professional growth

Scenario: an employee demonstrates noticeable professional development.

Feedback example: The growth you’ve shown in your role, especially in [specific area], is impressive. Your commitment to personal and professional development is inspiring to see.

When to give: during a performance review or one-on-one meeting, where the focus is on the employee’s development and growth.

17. Consistent high performance

Scenario: an employee consistently delivers high-quality work.

Feedback example: Your consistent performance, especially in times of [specific challenges], has been a cornerstone of our team’s success. Your reliability and high standards are truly valued.

When to give: in a team setting or during a performance review, emphasising the value of consistency and reliability.

18. Having a positive impact on team morale

Scenario: an employee has a noticeably positive impact on the team's morale.

Feedback example: Your positive attitude and energy have a great impact on our team’s morale. The way you encourage and support your colleagues is truly valuable and is part of what makes our work environment so enjoyable.

When to give: in a team meeting or a public setting, to acknowledge and encourage positive influence on team culture.

19. Demonstrating work ethic

Scenario: an employee shows an exceptional work ethic.

Feedback example: Your work ethic is truly inspiring. Your dedication and commitment to quality set a high standard for the team. It’s clear from the results that you take great pride in your work.

When to give: in a one-on-one setting or a performance review, to personally acknowledge the employee’s dedication and professionalism.

20. Embracing and promoting company values

Scenario: an employee embodies and promotes the company's core values.

Feedback example: You consistently demonstrate and uphold our company values of [specific values]. Your actions and approach to work greatly contribute to shaping our company culture and identity. Thank you for your commitment.

When to give: in a company-wide meeting or event, as it highlights the importance of company values and the role individuals play in upholding them.

Positive feedback has a wide range of benefits for the workplace and the people in it. It’s an essential element in building a culture that values growth and builds confident and competent employees. The goal of positive feedback is not just to make someone feel good in the moment, but to reinforce positive behaviours and contribute to a person’s ongoing development and success. By making positive feedback for a colleague a regular practice, you contribute to creating a more positive, productive and fulfilling work environment for everyone.

FAQs

What should I avoid when giving positive feedback?

When giving positive feedback you should avoid being: 

• vague: can seem insincere and unhelpful
• disingenuous: can feel forced
• excessive: can lose its impact and may come across as insincere

 It’s important to be specific about what the person did well.

Can positive feedback ever be harmful?

Yes, positive feedback can be harmful if it’s insincere, misleading or excessive. Positive feedback, when not warranted, can create a false sense of confidence and lead to complacency. It’s important to ensure that praise is deserved and reflects true achievements or improvements. Positive feedback can be harmful if it’s imbalanced or always directed at the same people, without fairly recognising all team members’ contributions. 

How can I make positive feedback a regular part of my communication?

You can make feedback a regular part of communication by integrating it into daily interactions. Make a conscious effort to recognise the positive contributions of your colleagues or team. This can be as simple as acknowledging someone’s good idea during a meeting or praising a well-executed task. You can also set reminders for regular check-ins or feedback sessions to make sure the opportunity to provide positive feedback is never overlooked. Consistency is key to making positive feedback a natural part of your communication.

How to handle reactions to positive feedback?

Be prepared for varied responses to positive feedback, and be empathetic. Not everyone responds to positive feedback in the same way. Some may be appreciative, while others may be shy or even sceptical. It’s important to be empathetic and understand the person’s perspective. If someone seems uncomfortable, you could follow up privately or adjust the way you give feedback in the future. The goal is to make the experience positive and encouraging.

How to balance positive feedback with constructive criticism?

Use the 'sandwich' approach to balance positive feedback with constructive criticism and maintain a positive tone. This is where constructive criticism is sandwiched between two pieces of positive feedback. Start by acknowledging what was done well, then address areas for improvement in a respectful and constructive manner, and conclude with a positive note of encouragement. This approach softens the impact of criticism and maintains an overall positive tone.