University College London Professor Tomas Chamorro-Premuzic, PhD, identified five signs of negative feedback, according to the Harvard Business Review.
1. The feedback doesn’t increase self-awareness. One of the primary goals of feedback is to increase employees’ self-awareness so they know how they come across and affect others. “[Effective] feedback exposes the gap between how we want to be seen and how we are actually seen by others; ineffective feedback tells you what you already knew,” wrote Dr. Chamorro-Premuzic.
2. There isn’t enough negative feedback. Although it’s hard to swallow, negative feedback is more useful than positive feedback because it allows people to see their flaws and improve. Studies also show that leaders who are reluctant to accept negative feedback are also less capable of giving it.
3. The feedback isn’t backed by data. “Another core element of effective feedback is reliable and valid data,” wrote Dr. Chamorrow-Premuzic. By basing feedback on facts, managers enable employees to objectively evaluate their performance.
4. Employees don’t hear stories. Presenting employees with the reasoning behind your feedback can aid their understanding. Dr. Chamorrow-Premuzic also recommends utilizing personality theory, which categorizes behaviors and can be useful in understanding behavioral data.
5. Feedback isn’t personalized. Rather than focusing on your style when giving feedback, focus on the recipient’s style and personality. If the recipient is analytical, emphasize the data; if the recipient is emotionally sensitive, begin and end the discussion on a positive note.
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