Imagine this: You are walking around work feeling pretty good. You feel that your last few meetings and projects went well, you contributed to the discussion and added value to the organization through your role. All in all, a decent week.
And then, you see an executive you know in the hallway and he says, “I want to share some feedback with you, stop by my desk later.” And your stomach sinks. You think about those meetings and projects again. Did you speak too much? Have too much of an opinion? Miss a deadline? You stop by his office, he’s not there. Give it another 30 minutes, stop by again. Not there. This one sentence is ruining your productivity. You are just going over projects and nervously inventing excuses to swing by his office one more time. And then finally at the end of the day, you catch him. You try to be casual, as if this simple touch base hasn’t been the focus of your day. The good thing is, you are ready. You are ready for feedback.
You are ready to do all the things you hear you should do when receiving feedback. You will actively listen, not just listen to respond, and you will not react impulsively. You know your response shouldn’t be defensive, and if you need to process the bad news that is inevitably going to be shared with you, then you should ask if you can meet again in a few days. You have braced yourself.
This is what happened to me, and then I had the most pleasant surprise. The leader says, “I wanted to tell you that you always have a positive attitude, always a smile on your face, and it is so refreshing!” Wait, what? I think I responded thank you, but in that moment, I was stunned into silence. I left his office overwhelmed, but also with the biggest smile on my face. My day had completely changed.
That is why I remind my team and my colleagues frequently that feedback often has a negative connotation when it can, in fact, be positive. According to Merriam-Webster Dictionary, feedback is defined as, “the transmission of evaluative or corrective information about an action, event, or process to the original or controlling source.” Evaluative or corrective, not only corrective. Providing feedback is not an opportunity to criticize, which is what it has become known for. Feedback should be an evaluation of both the positive and negative aspects of a work product or work style.
In order to change that perception and help colleagues become better versions of themselves, it is important to remind yourself to think of a piece of positive feedback for every negative one. Sometimes, that can be a challenge, but consider the impact on my day, attitude and productivity in being told that a business leader had feedback to share with me. Then, consider the effect of his positive feedback. And, considering that day happened more than four years ago and still brings a smile to my face, imagine the impact that positive feedback has on my attitude every day.

Posted as part of blog series for Cheer Partners, February 2019

​Cheer Partners Triples Client Base And Leadership Team Since Launching​
NEW YORK, Oct. 24, 2018 /PRNewswire/ -- Cheer Partners, a leading Talent, HR Advisory and Employee Communications Agency, has tripled in size since its 2017. This growth underscores the priority organizations are placing on aligning talent and employee engagement to support the innovation that the future workplace will demand. To meet the growing demand for services, Cheer Partners has made several strategic hires: Carrie Goldstein, Carol Ready and Lisa Fedrizzi.

Carrie Goldstein, Managing Director and Team Lead, Employee Communications"Our mission is to help our clients create a truly personalized employee experience that generates a sense of belonging," said Cat Graham, Managing Partner. "Our expertise drives competitive advantage by supporting a culture of inclusion and unifying the employee and customer experiences."  
Cheer Partners welcomes Carrie Goldstein as Managing Director and Team Lead, Employee Communications. Before joining Cheer Partners, Carrie Goldstein was a Communications Director at Pfizer. Goldstein says, "The mission of Cheer Partners resonates with my passion for ensuring that organizations have an opportunity to drive progress from within by focusing on communications with their most important advocates: their employees." In this role, Carrie will lead a team that provides clients with strategies to set a strong foundation for their internal narrative, culture and colleague engagement.
Carol Ready joins from Edelman as Senior Director, Communications and is embedded within a Cheer Partners' global healthcare client. "The opportunity to lead high-profile initiatives, working in partnership with our clients as a trusted advisor is incomparable," said Ready.
Lisa Fedrizzi joins as Senior Talent Lead and brings more than 12 years' experience in Human Resources and Talent Acquisition, and was most recently at Rubenstein Public Relations. She now oversees Cheer Partners' talent strategy and HR-focused client communications. "I am excited for the opportunity to be a part of the Cheer Partners' success story," said Fedrizzi. "I am eager to combine my expertise with their vibrant approach to Talent Acquisition and Human Resources Advisory."
"We are pleased to have such outstanding additions to our team. They bring tremendous experience, knowledge and commitment to us, our customers and our client-centric mission," says Darcie Peck, Managing Partner.
About Cheer Partners
Cheer Partners was founded in 2017 to drive competitive advantage for clients from the inside out. Through Talent, Human Resources Advisory, Communications, Culture and Inclusion, Cheer Partners  cultivates innovative employee experiences for organizations. Cheer Partners' core values include honesty, integrity, transparency, diversity, inclusion and gratitude. Cheer Partners fosters an inclusive, diverse and remote workplace while promoting a connected culture.
Cheer Partners
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