It’s easy to fall into the habit of constantly scanning for what’s wrong—especially when you manage people. Whether it’s missed deadlines, lack of follow-through, or a behavior that doesn’t match expectations, our instinct is to notice the gap and fix it.
This makes sense. From an evolutionary standpoint, our brains are wired to detect threats and errors. It’s part of how we’ve survived. But while that hardwiring may serve us in danger, it doesn’t always serve us in leadership.
As a manager, your job is to get results through other people. And if your leadership style leans too far into criticism or problem-solving mode, your team may start to feel discouraged, disengaged, or even defensive.
That’s why one of the most effective shifts a manager can make is learning how to give more positive feedback than negative.
The 6:1 Feedback Ratio for High-Performing Teams
According to research from the Harvard Business Review and the Gottman Institute, high-performing teams operate on a 5:1 or even 6:1 ratio of positive to negative comments. That means for every one piece of critical feedback, the best leaders offer five to six pieces of encouragement, appreciation, or affirmation.
This may seem like a lot—and it probably is a lot more than you’re currently giving. But the science is clear: people thrive when they feel seen and valued.
Positive feedback isn’t about sugarcoating. It’s about creating the psychological safety that allows your team to want to improve, take risks, and grow. It’s about pointing out what’s working, not just what’s broken.
Why This Matters More Than Ever
In today’s fast-paced, high-stress work environments, employees are craving connection, clarity, and encouragement. Yet many new or untrained managers default to giving feedback only when something goes wrong.
This creates a culture of tension, where team members brace themselves for every meeting and never quite feel like they’re doing enough.
But when managers learn how to balance accountability with praise—when they learn how to give feedback that builds instead of breaks down—they unlock performance, trust, and retention.
How to Start Shifting the Feedback Culture on Your Team
Here are a few practical ways to begin:
- Notice what’s working. Take a few minutes each day to observe and call out something specific that someone did well.
- Name the impact. Go beyond “Good job.” Instead, say, “When you jumped in to help with that client issue, it really saved us time and showed great initiative.”
- Make it public (when appropriate). Positive reinforcement in team meetings can reinforce shared values and boost morale.
- Use feedback as fuel. Show that you’re not just a critic—you’re a coach. Positive feedback motivates people to keep going and keep growing.
Train Your Managers to Lead with Confidence and Clarity
This is one of the many leadership shifts we teach in our Manager Essentials program. Designed for new and experienced managers, this high-impact training helps leaders build the foundational skills they never learned—but desperately need.
From running effective meetings to giving feedback and handling tough conversations, Manager Essentials turns good people into great leaders. With 15 hours of virtual training and 1:1 coaching, we focus on real-world application, not just theory.
Your managers are the heartbeat of your organization. Give them the tools to lead with clarity, confidence, and compassion.
Ready to create a culture where feedback fuels performance?
