749: How to Balance Positive and Constructive Feedback, with Mark Crowley

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Sep 15, 2025

Mark Crowley, a leading voice in workplace leadership and author of "Lead from the Heart," shares insights on balancing positive and constructive feedback in the workplace. He discusses the ideal 4:1 positivity ratio—four positive interactions for every critical comment. The conversation delves into the shift towards prioritizing employee well-being in a post-COVID world, moving beyond mere engagement metrics. Crowley emphasizes the importance of fostering strong relationships through authentic, supportive communication that encourages both growth and morale.

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INSIGHT

Measurement Without Management Fails

Measuring engagement alone doesn't improve workplaces because managers didn't change behavior after surveys.
Data delayed months or yearly prevents timely action and breeds cynicism.

INSIGHT

Feelings Drive Performance

Humans are driven primarily by feelings, not pure rationality, so leaders must manage emotions.
Providing regular positive emotional experiences helps people thrive while still expecting performance.

INSIGHT

COVID Changed Work Priorities

The pandemic accelerated re-evaluation of work and led many to prioritize well-being over just pay.
This shift explains waves like the Great Resignation driven by poor manager support and belonging.

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Mark Crowley: The Power of Employee Well-Being

Mark Crowley is a pioneer in workplace leadership, a speaker, and the bestselling author of Lead from the Heart. He is the host of the Lead from the Heart podcast. His new book is The Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams (Amazon, Bookshop).

When I talk with leaders, many of them tell me that it’s really hard to decide on how much recognition to give people vs. constructive or critical feedback. In this conversation, Mark and I highlight the ideal ratio to calibrate our communications so that we support people’s well-being while also helping them grow.

Key Points

Despite the focus on employee engagement, actual engagement scores are the same or worse than a decade ago.
Post-COVID, there’s a massive move towards employee well-being. This is good for both the organization and the employee.
An ideal positivity ratio is 4:1 in many relationships. That’s four positive interactions for every constructive or critical interaction.
We react more strongly to negative influence than positive influence, thus the need for a ratio favoring the positive.
Positive interactions include optimism, enthusiasm, solutions orientation, encouragement, kindness, thoughtfulness, approachability, interest, and appreciation.
Leaders still must make unpopular decisions, set expectations, and give critical feedback. Positive interactions are in addition to these, not instead of them.

Resources Mentioned

The Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams (Amazon, Bookshop)* by Mark Crowley

Interview Notes

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Related Episodes

How to Build Psychological Safety, with Amy Edmondson (episode 404)
Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409)
The Way to Notice People Better, with Zach Mercurio (episode 733)

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