Beyond Feedback: How Positivity Shapes Team Culture
by Holly Mandel
It might seem obvious — maybe even simplistic — to say people need encouragement and positivity, especially right now. Yet it’s worth repeating: we function better when we feel supported. Mistakes happen, tough conversations are necessary, and hard truths can’t be avoided. Still, that doesn’t mean we have to deliver them without care.
Over the years, the way we work has changed dramatically. As humans, we’ve learned so much about how our brains respond, what motivates us, and how connection fuels performance. Gone are the days when “tough it out” or “keep a stiff upper lip” were the only strategies. If you’ve ever sat in a meeting full of drained, disengaged people, you’ve felt the absence of positivity and trust.
This came into sharper focus for me recently while walking behind a young woman on her phone. She sounded exhausted, venting to a colleague about her manager. The issue wasn’t the tasks themselves — it was how the feedback was delivered. “I did everything I could! She knows that! It’s like I can’t do anything right,” she said, her voice breaking. What I heard wasn’t a lack of effort, it was a lack of acknowledgment.
Why “Yes” Matters
At a recent conference, one of the sessions explored the brain, energy, and productivity (three of my favorite topics). The speaker confirmed something we all intuitively know: we light up when we hear “yes.” We’re wired to respond to praise. We gravitate toward leaders who collaborate, show warmth, and genuinely support others.
Research backs this up: happy employees are significantly more productive than frustrated or disengaged ones — sometimes by as much as 20%. Globally, disengaged employees cost organizations an estimated $8.8 trillion in lost productivity each year.
And here’s the key difference: this isn’t about toxic positivity or ignoring real problems. Genuine praise doesn’t mean sugarcoating. It means recognizing effort, pointing out what’s working, and framing feedback with encouragement rather than only criticism.
The Science of Support
Giving a compliment activates reward circuits in the brain, sparking feelings of empathy and connection.
Praise boosts dopamine and serotonin, lowering stress and fueling motivation.
Regular positive emotions are linked to resilience, creativity, and problem-solving — all essential for thriving teams.
Putting It Into Practice
These ideas show up in the corporate improv training we deliver. Improv for business isn’t about being funny; it’s about practicing presence, listening, and support in real time. In a scene, just like in the workplace, success depends on having your partner’s back.
Try experimenting with this shift in daily interactions. Someone brings in snacks for the team? Thank them sincerely. A colleague floats an idea that doesn’t land? Offer encouragement so they feel heard. Even when mistakes happen, start with acknowledgment: “I know you’ve been under a lot of pressure and working hard.”
These moments of positivity aren’t naive. They’re how teams build trust, creativity, and momentum — even when times are tough. And as any improviser will tell you, the real magic happens when everyone knows their team has their back.