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More and Better Feedback Increases Motivation, Engagement & Team Performance

If you want your people to be motivated, engaged and productive team members you need to give them more and better feedback. Most people get very little feedback and the once or twice per year performance review is not enough.

Performance reviews and development plans are either not taken seriously or in many cases not done at all. Getting a really positive performance review when your actual performance may only be average will not help anyone.

There are two types of feedback: positive and constructive and both types are important and necessary. Some people only give positive or constructive feedback and you need an even balance of both. People will repeat the behavior that is reinforced and praised just as they will modify behaviors that lead to constructive feedback.

People want to do a good job and to continuously improve. One of the most important things that a leader can do is to become excellent at giving and receiving feedback. People want to know that they are on track and moving in the right direction. Effective feedback helps the person that you are giving it to and it helps your team and organization.


There are 4 easy steps to the DYNAMIX® Feedback Model


  • What did the person do right or wrong?
  • Describe the behavior using facts and proof
  • Be clear and specific


  • What is the impact of their behavior on the team and the organization?
  • Tell them why their behavior was important to the team
  • What was the impact of their behavior on the team?


  • Tell them how you fell when they behave this way
  • What is the impact of their behavior on you personally?


  • What should they do now?
  • Should they repeat or stop the behavior?
  • Should they do more or less of the behavior?

Make sure that the feedback discussion is a two-way dialogue. Ask questions to get the person’s input at each of the 4 stages and to ensure that they buy-in and agree with your feedback.

Some people will not accept your constructive feedback. They may become defensive or very upset. People go through the following 5 stages before constructive feedback is accepted:

1. Denial: the feedback is not accurate or true (even though it is true)

2. Anger: with themselves or the feedback provider

3. Rationalization: trying to justify or explain away their behavior

4. Acceptance: eventually people accept the feedback

5. Behavior Change: they will take action on the feedback recommendations


When people do not accept your feedback or even worse, when they accept it but do not change their behavior your need to ensure there are clear benefits and consequences. What is in it for them to change their behavior? If they don’t change, will there be any consequences? This will ensure that your feedback will be effective and that the person’s behavior will be either reinforced or modified.


1. Give feedback to people on a regular basis; don’t wait until the performance review.

2. Make sure the timing is right. Sometimes it may help to wait a day or two so that the person will be receptive.

3. Ask them to give you feedback. We all need more feedback and it is important that the people giving the feedback are also open to receiving it.


One great way to get feedback is to go to your manager, staff, peers and customers and ask them what you should start, stop and continue doing to be more effective. If you begin to hear the same things from several people, you can be sure that this is valid feedback that you should listen to.


Our DYNAMIX® Profile will give you 30 pages of feedback on your communication style, strengths and areas to improve. This is a great way to identify your strengths and to create a development plan to improve your performance.

One of the keys to developing a team of motivated and engaged employees is to give them more and better feedback. If you would like to bring your team to the next level of performance, contact Paul Fergus at [email protected] or contact him at 1-877-633-9555 to discuss how he and his team can help you to reach your full potential.