When we hear the word feedback most of us have a negative feeling, especially if we are near that time of the year when organizations require annual reviews. But stop for a moment and think of all the feedback you give and receive every day between co-workers, managers, friends, and family. It’s happening all the time!
The feedback you provide is very important; it can show approval or disapproval, motivate or stop action, be constructive or destructive. Feedback can reduce confusion on expectations, encourage personal improvement, and sometimes give a new perspective.
A better understanding of feedback environment, types, and timing are important in improving our suggestion skills as we develop professionally. The feedback environment should be one where trust is established between those involved. It should involve positive and negative information based on observation. Be specific and consistent with your feedback but do not get personal; try not to use absolutes like always and never. It’s also best to meet face-to-face to ensure communication is being interpreted correctly.
There are several types of feedback to review: positive feedback, positive feed-forward, negative feedback, negative feed-forward, constructive feedback, and destructive feedback.
Positive feedback is centered on praise, reinforces positive behaviors, and can help establish a supportive work environment. However, overuse can make it lose value. Negative feedback is usually unwelcome and may cause an employee to feel attacked or demotivated. It is most effective when a violation of rules has occurred. Remember that it’s usually best to “praise in public, criticize in private,” (Vince Lombardi).
Feed-forward feedback, whether positive or negative, is focused on affecting future actions. Positive direction would be encouraging an action while negative would be focused on stopping a certain behavior or action. This might involve steps to accomplish a goal or an action plan.
Constructive feedback usually concentrates more on work or activities rather than the individual and may contain both positive and negative comments. Destructive feedback is when negative comments are made with no practical advice or support for improved outcomes. It may result in decreased morale and lower performance.
Timing of feedback can be informal or formal. Informal is usually spontaneous at the occurrence of an action or event to provide positive reinforcement or coaching. It can help build a supportive work environment. An example would be Good Job on that last report! Formal feedback is usually done on a planned schedule. It can include achievements, attaining competencies, description of problem areas, future goals, etc. Usually a record is kept; an annual performance review is a good example.
If you are looking to develop your feedback skills, there are many resources available. Start by becoming familiar with what your organization provides and requires. Talk to your colleagues at work, in SRAI, and to your mentors for general and specific recommendations. There are also many great sessions and articles through LinkedIn and online searches.
We hope the input you receive on developing your feedback skills is constructive and positive!
Gina Hedberg, Associate Vice President for Research/Executive Director, Office of Sponsored Programs
University of Alabama at Birmingham
SRAI Distinguished Faculty
M. Fran Stephens, Emeritus, Director Office of Research Service
University of Oklahoma
SRAI Distinguished Faculty
#Catalyst#July2024#ProfessionalDevelopment