The key to not slipping into toxic positivity territory is balance, and an open and honest culture of communication.

“Sometimes, you can think you’re being constructive, but you seem to be missing the mark and your feedback can perceived as criticism thinly veiled as positivity,” says Dr Gary Crotaz, executive coach, award-winning author, keynote speaker and host of the hit podcast The Unlock Moment.

“Remember, we’re not looking for cheerleading or toxic positivity here. Focus in on positive, strengths-based feedback. Think about what makes the team member unique, how their decisions and actions are distinctive and how they can bring their strengths even more into play in future.”

Then explain how it had a positive impact on the people around them or the team outcomes. “Making those connections will make them want to do it again and again,” says Dr Crotaz, creating a positive spiral of performance.

“Finally, use a coaching approach to invite people to explore how to develop the talent or strength you identified,” says Dr Crotaz. “This means they can bring it into play more often and with even greater impact – when you invite them to figure out their own path, you empower them and demonstrate trust.”

The power of positive feedback in the workplace – and how to get it right