Understanding Different Types of Feedback
Feedback comes in many forms, each with different intentions and impacts. Learn to recognize them, understand their purpose, and use them effectively in your workplace communication.
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Appreciation
PositiveExpressing gratitude for effort or specific actions.
Goal: Build relationship "glue" and make the person feel seen.
Pro-Tip: Be specific. Instead of "Thanks," say "Thanks for staying late to fix that bug."
Pro-Tip: Be specific. Instead of "Thanks," say "Thanks for staying late to fix that bug."
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Praise
PositiveA positive acknowledgement of a job well done.
Goal: Reinforce a successful behavior so it happens again.
Pro-Tip: Praise in public, criticize in private.
Pro-Tip: Praise in public, criticize in private.
💪
Encouragement
PositiveProviding support and confidence during a challenge.
Goal: Give someone the "emotional fuel" to keep going through a hard task.
Pro-Tip: Best used when someone is struggling or trying something brand new.
Pro-Tip: Best used when someone is struggling or trying something brand new.
💡
Advice
GrowthSuggestions or guidance on how to handle a situation.
Goal: Offer a shortcut or a new perspective based on your experience.
Watch Out: Unsolicited advice can feel like criticism. Always ask "Can I offer a suggestion?" first.
Watch Out: Unsolicited advice can feel like criticism. Always ask "Can I offer a suggestion?" first.
🎯
Coaching
GrowthGuidance focused on developing a person's skills.
Goal: Help someone grow their own capability for the future.
Pro-Tip: Coaching is about asking the right questions, not just giving the right answers.
Pro-Tip: Coaching is about asking the right questions, not just giving the right answers.
📋
Criticism
GrowthPointing out where something fell short of expectations.
Goal: Correct a behavior or result that is currently insufficient.
Watch Out: Focus on the work, not the person. Avoid using "Always" or "Never."
Watch Out: Focus on the work, not the person. Avoid using "Always" or "Never."
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Evaluation
GrowthMeasuring performance against a clear, set standard.
Goal: Provide a "scorecard" of where a person stands (e.g., quarterly reviews).
Watch Out: Evaluation without coaching leaves the person knowing what is wrong but not how to fix it.
Watch Out: Evaluation without coaching leaves the person knowing what is wrong but not how to fix it.
🤝
Interpersonal Feedback
GrowthSharing how someone's behavior impacts you specifically.
Goal: Clear the air and resolve friction in a relationship.
Pro-Tip: Use "I" statements. "When you do X, I feel Y."
Pro-Tip: Use "I" statements. "When you do X, I feel Y."
👁️
Observation
GrowthStating objective facts without adding a judgment.
Goal: Establish a "shared reality" before giving feedback.
Pro-Tip: Observations are things a camera could record. "You were 10 minutes late" is an observation. Not really feedback, but can be a good starting point for a feedback conversation.
Pro-Tip: Observations are things a camera could record. "You were 10 minutes late" is an observation. Not really feedback, but can be a good starting point for a feedback conversation.
⚠️
Psychological Evaluation
AvoidJudging someone's character, motives, or personality.
Goal: (Avoid this) Often used to "label" or pathologize others.
Warning (Evil Feedback): This is often "masked" feedback used to bully. Avoid diagnosing your colleagues' personalities.
Warning (Evil Feedback): This is often "masked" feedback used to bully. Avoid diagnosing your colleagues' personalities.