Most of us are aware that when we’re sharing constructive feedback it should be timely and supported by specific examples. The same is true of praise and positive feedback.

If you tell someone, “You’re doing an amazing job” or, “We are so glad to have you on the team” it may make them feel good but beyond that it’s not particularly helpful. It’s wonderful that you appreciate their contribution and want them to know it… but it’s better to invest a few more seconds to make the feedback useful to them.

Asking yourself some simple questions is a good way to get this right:

• Why are they doing a great job?

• What specifically did they do, and what made it significant?

• Why are you sharing this now?

Before you rush to tell someone how fabulous they are, take the time to make your feedback helpful rather than simply praising their efforts.