Receiving positive feedback from employees often hinges on creating the right environment and communication channels. Here’s my perspective on how to achieve this effectively. Firstly build trust and transparency. Employees need to feel safe sharing honest feedback. Listen with an open mind during feedback sessions. Practice asking the right questions especially open-ended questions like “What’s working well for you?” I would also recommend, regularly highlight and celebrate wins, team achievements, milestones, or individual contributions. I strongly believe that positive feedback thrives in a positive workplace culture. It’s about making the process collaborative, consistent, and meaningful for everyone involved.

First step is to look inside, and examine does your leadership style deserve a positive feedback, do you give positive feedback to your team when they expect it? Engaging in one on one feedback session where team member feels safe to give corrective feedback you will get true feedback including positive feedback.

Crear espacios de escucha activa para las diferentes situaciones que se dan en el trabajo, en el cual todos construyen con su opinión y lo más importante que las acciones (si es que las hubieran) emanadas sean puestas en práctica, contribuye a que los empleados se sientan parte del negocio y por lo tanto sus comentarios son responsables. A veces es bueno escuchar un feedback negativo, pero que el mismo sea expresado de manera constructiva y que mejor que venga de adentro.

Think of different ways to connect to people. Getting any feedback shouldn’t come from just an employee survey, it can come from other channels. Such as taking them for a walk (to get lunch) having those chats at the coffee machine. Most importantly it’s about acting on feedback even when it’s positive. People feel appreciated, heard and this will encourage others to contribute.

Create a culture of appreciation. Start by recognising efforts in real-time—whether it's a simple "thank you". Encourage open communication and let employees know their opinions matter. Use pulse surveys or 1-on-1s to gather insights and act on them. Celebrate wins, to show that their contributions are valued. Remember, positivity is contagious—when you model it as a leader, it spreads across the team. A happy workplace isn’t just about perks—it’s about fostering genuine connections.

Listen and pay attention first. If your employee feel seen and appreciate they will most probably recepricate. Make the first step!

First of all if someone is struggling to get a positive feedback; they need to introspect if they are open to feedback whether positive or any other ways. Self reflection is the key. Secondly, give genuine comfort to the person giving feedback and communicate in a transparent manner, in case you are seeking feedback. There has to be willingness to listen and act on them else words have no meanings. Thirdly, don’t form opinion on the person sharing feedback as it closes the channel to receive further feedback. Usually people are comfortable sharing or receiving positive feedback but get defensive if it’s other way around. Appreciate and acknowledge the feedback to carve the way forward.