When someone finishes a piece of work for you, as a manager, it's important that you use that as an opportunity to help them to develop and grow. giving good feedback is something of an art, and something of science. And the science bit is to start with the evidence. Make sure that your feedback is rooted in object in an objective assessment of what has happened. draw their attention to that evidence, the relevant evidence. And ideally, let them start by making all of it what they will.

When you've done that, is critical that the second component of Your feedback is to recognize their achievement. Feeling that we've achieved something is one of the most motivating emotions in the workplace. And if you can recognize that achievement, that recognition in itself is also motivating. And of course, often people are going to do good work. So where are they done good work, celebrate their success, give them praise, give them thanks, that will be their reward. And that is also motivating.

And then turn your attention to performance improvement. performance improvement is where we embed the learning both the positives and the negatives. Now, it's easy as a manager to find fault with the work people do. And certainly when someone is starting out, they will make a lot of mistakes. And where people make a lot of mistakes, it's essential that you find the biggest, most important, most fundamental mistakes and you help them to correct them. But don't give them a long list of you got to do this, this this this.

Human brain can't hold all of that. So focus on the one or two big changes they need to make next time so they can make real progress. Graduates Get better, you can start to focus on smaller mistakes and smaller changes. But there comes a time when helping people to find smaller and smaller mistakes and correct those is not going to result in a substantial improvement in performance. It's almost as if the gap from poor performance to good or okay performance requires us to constantly find errors and weed out those mistakes to go from poor. So okay, all good.

But if we want to go from okay or good, all the way up to excellent, or even outstanding performance, and finding mistakes isn't going to help. Because no mistakes is good. Mistakes is okay, no mistakes is right. Moving from good to excellent, requires that we focus on what people do. That's good. We help to embed those as habitual practices.

We celebrate Examples of excellence, we try to amplify them. And we put to one side minor problems, minor setbacks, minor difficulties, because as people start to learn how to do things, well, they will know just as well as you will, what they've done wrong, what they need to do differently. So to go from poor to good or Okay, yeah, figure out the big changes they need to make, to weed out problems, but to go from okay or good to excellent. That's where we focus on embedding and amplify their successes examples of best practice. So four tips for giving good feedback. Firstly, base your feedback in evidence.

Second, recognize achievement. Third, praise success. And fourth, embed learning negative and positive