Worse, for your top performers, the absence of positive reinforcement feedback may lead them to look elsewhere for a position that makes them feel valued. If you’re ready to give feedback that fuels growth, builds trust and keeps your team moving forward, you’re in the right place.
Part I: Positive and Constructive Feedback
Why Feedback Matters
Feedback strengthens work product — and that drives client satisfaction. It empowers more effective collaboration by helping team members understand both their strengths and areas for improvement. Feedback fosters open communication between attorneys and staff, building trust across teams. When delivered effectively, feedback reduces misunderstandings and reinforces a culture of excellence. It supports professional growth at every level, whether you’re managing support staff, mentoring junior attorneys or helping partners become managers. On an individual level, it builds confidence and accountability.
The Multiplier Effect of Positive Feedback
Positive feedback is more than encouragement; it’s strategic. It reinforces desired behavior, boosts morale and helps people feel valued and capable. For example, praising someone’s attention to detail encourages them to continue being thorough. When people feel appreciated, they’re more likely to stay engaged, loyal and productive. Making praise a regular part of your communication also makes constructive (or negative) feedback easier to deliver. When feedback is balanced and expected, not just corrective, it builds trust.
A word about recognition and retention: Studies consistently show that positive feedback and regular recognition lead to higher retention. Employees who receive high-quality recognition are 65% less likely to be actively job seeking and 45% less likely to leave their job within two years, compared to peers receiving low-quality recognition.
When people feel appreciated, they’re more likely to stay engaged, loyal and productive.
Investing in employee retention is significantly more cost-effective than replacement in terms of recruiting, onboarding, training and the opportunity cost and productivity loss that occur when team members depart. Retaining experienced employees and top performers preserves institutional knowledge, strengthens team cohesion and ensures continuity, which contributes to your organization’s long-term success.
Giving Praise That Motivates and Matters
Well-delivered praise should be a central part of your people-managing playbook. How you give praise is a leadership tool, not just a feel-good gesture. Thoughtful, strategic praise is specific, timely and aligned with organizational goals. It helps individuals understand why their work matters and how it contributes to the bigger picture. Praise is powerful when it’s authentic and intentional. Here are some easy-to-remember tips:
- Be specific: Tell them exactly what they did well. Instead of a generic “Great job,” say, “Great job summarizing the deposition so clearly. It saved me a lot of time.”
- Be timely: Offer recognition while the action is still fresh. Even if it is only a short email to recognize the nervous associate who killed it in their first court appearance, that attorney will remember you and your thoughtful, encouraging note forever.
- Be authentic: Praise that feels forced or vague can backfire. Tailor it to their effort, not just the outcome. Instead of giving a generic thank you, say, “I know you stayed late to get that filing done on time. Your commitment didn’t go unnoticed, thank you.”
Praise in public when appropriate! Sharing wins in front of others can be fun and morale-boosting. When it’s notable, don’t forget to notify leadership or HR. Lastly, don’t overdo it. If everything is praised, praise becomes meaningless. Just as calling everything an “emergency” creates chaos and desensitizes people to urgency, constant praise can blur the line between excellence and the expected.
