Mastering Feedback: Turn Destructive Criticism into Constructive Growth!

According to Zenger Folkman in a 2019 Harvard Business Review survey, every employee who responded wanted more feedback. However, while 62% of leaders rated themselves as highly effective at giving honest and straightforward feedback, a concerning 60% of employees say otherwise - that they haven’t received any useful feedback in the past 6 months.

Additionally, not all feedback that is given is beneficial. Sometimes it comes off as a damaging attack, harsher than necessary, and can have the potential to destroy your confidence than build it. But what if we could take that destructive criticism and turn it into something constructive instead?

With that said, we’re going to uncover everything about feedback - the difference between which is good and bad, the different types, and how to give and receive it!

What Is Good VS Bad Feedback?

Good feedback - otherwise known as constructive criticism - is feedback that provides specific, actionable suggestions. Rather than providing general advice, constructive criticism gives specific recommendations on how to make positive improvements. Constructive criticism is clear, to the point and easy to put into action.

Good feedback also helps employees clarifies directions, establish clear expectations, set and achieve specific goals, and fosters a positive environment for questions and feedback. Ultimately, it guides staff towards meeting and exceeding performance standards.

Bad feedback - otherwise known as destructive criticism - is feedback that is negative, unhelpful, without insight, and often delivered in a harsh and demeaning manner. Instead of offering suggestions for improvement, it focuses on pointing out flaws and overly criticising mistakes without providing solutions.

Bad feedback also undermines confidence, damages relationships, and reduces motivation, leading to lower productivity and potential burnout. In the workplace, it fosters a toxic environment, lowers morale, and decreases employee retainment.

Types Of Feedback Models & Methods

Effective feedback is essential for both personal and professional growth, and various feedback models and methods can help facilitate this process. Each approach offers unique strategies for delivering constructive, actionable insights. Understanding different and helpful feedback models and methods as well as how to use them effectively can enable managers, peers, and teams to communicate more effectively as well as foster growth, collaboration, and success in any environment. Take a look at the various strategies below:

Feedback Models

1. EEC (Example-Effect-Change): Provides a specific example of actions, explains its effect, and suggests a change for improvement.
2. AID (Action-Impact-Development): Focuses on actions, their impacts, and opportunities for development, offering suggestions for growth.
3. COIN (Context-Observation-Impact-Next): Establishes context, shares observations, explains impact, and discusses next steps for improvement.
4. SBI (Situation-Behavior-Impact): Focuses on describing a specific situation, outlining observed behaviour, and explaining its impact, without assuming intentions.
5. Pendleton Model: Encourages self-reflection and collaboration, where the learner reflects on their performance, the observer provides feedback, and both agree on an improvement plan.
6. GROW (Goal-Reality-Options-Will): Establishes goals, assesses the current reality, explores improvement options, and determines the commitment to take action for growth.
7. DESC (Describe-Express-Specify-Consequences): Describes the situation objectively, expresses feelings or concerns, specifies desired changes, and outlines consequences of change or no change.
8. BOOST (Balanced-Observed-Objective-Specific-Timely): Offers balanced feedback, focuses on observed efforts, remains objective, provides specific examples, and delivers feedback promptly.

Feedback Methods

1. Sandwich Technique: Positive feedback is given first, followed by constructive criticism, and ends with another positive comment, making criticism easier to accept.
2. STAR/AR Technique: Focuses on a specific situation, task, action, and result, with the option to reflect on an alternative approach (AR) to demonstrate learning from the experience.
3. 360-Degree Feedback: Gathers input from peers, subordinates, and supervisors for a well-rounded assessment. Clear guidelines and follow-ups are key to success.
4. Real-Time Continuous Feedback: Provides immediate, ongoing feedback instead of annual reviews, improving engagement, skill development, productivity, and alignment with goals by addressing issues and reinforcing positive practices quickly.

How To Improve At Giving & Receiving Feedback

Mastering the art of feedback is crucial for enhancing performance, communication, and collaboration. It’s also beneficial to both sides in terms of personal development, fostering strong relationships in any setting, and creating an environment of continuous improvement and mutual respect. Take a look at some general tips for giving and receiving feedback as well as how to apply them to both positive and negative feedback:

General Tips For Giving For Employers

1. Create a safe space: Establish an environment where team members feel comfortable sharing their thoughts without fear. A safe space encourages open communication and fosters trust.
2. Clarify expectations: Clearly outline expectations and goals. When everyone understands the objectives, feedback becomes more targeted and relevant, guiding individuals towards success.
3. Timely feedback matters: Don't wait for formal reviews. Timely feedback allows for immediate course correction, reinforcing positive practices or addressing issues before they escalate.
4. Be specific and actionable: Provide specific examples and suggest actionable steps for improvement. This clarity ensures that individuals can understand and act upon the feedback.
5. Lead by example: Demonstrate the importance of feedback by actively seeking it for yourself. Leaders who are open to improvement set the tone for a culture that values continuous learning.
6. Encourage a growth mindset: Cultivate a mindset that views challenges as opportunities for growth. Emphasise the potential for improvement rather than focusing solely on mistakes.
7. Feedback training: Offer training on giving and receiving effective feedback. Equip your team with the skills to communicate effectively, fostering a culture of constructive dialogue.

General Tips For Receiving For Employees

1. Find the truth: Acknowledge that even if you disagree with parts of the feedback, there's always something to learn.
2. Decide whether to change: Ultimately, it's your decision whether to act on negative feedback or maintain certain aspects of your approach.
3. Separate intentions from behaviours: Avoid judging others based solely on behaviour, while excusing yourself based on intentions.
4. Express gratitude: Thank the person giving effective feedback to create a positive atmosphere and show that you're open-minded and receptive.
5. Understand their perspective: Ask clarifying questions to uncover how they reached their conclusions and empathise with their view.
6. Develop a habit of asking for feedback: Regularly requesting constructive feedback can reduce stress and make receiving it easier by framing it as less of a threat.
7. Listen deeply: Clear your mind and focus on what the person is saying without interrupting or formulating a defensive response. Recognize it as an opportunity for growth.

Positive Feedback

1. Clarity and direction: Immediate feedback should be clear with examples and concrete steps for improvement.
2. Encourage two-way communication: Invite input and listen actively to create a collaborative feedback process.
3. Recognise achievements: It is important to acknowledge results and milestones, and to give them credit where it is due.
4. Balance praise and constructivism: Recognize successes while addressing areas for growth to maintain motivation.
5. Focus on development: Center around career development, highlighting how the improvement of certain skills will support long-term growth.
6. Create a draft action plan: Outline specific improvement steps, schedule a follow-up meeting, and seek resources or guidance to ensure success.
7. Encourage self-reflection and ownership: Employers should ask open-ended questions to help employees reflect on their performance review and take responsibility for their development.
8. Informal feedback: Promote daily interactions through stand-up meetings, casual conversations, emails or work chats, team meetings, mentoring sessions, and during workshops or training.

Negative Feedback

1. Always plan ahead: Prepare in advance to stay constructive and focused on key points.
2. Avoid absolutes: Words like “always” and “never” can feel exaggerated. Stick to specific examples.
3. Be objective: Use concrete examples and avoid vague statements. Focus on observable actions, not assumptions.
4. Be empathetic: Acknowledge efforts and challenges to foster a more optimistic response to meaningful feedback.
5. Be aware of your tone: Stay calm and neutral, and use open body language to maintain a positive conversational tone.
6. Use “I” statements: Avoid accusatory "you" statements by rephrasing corrective feedback with “I” to prevent defensiveness on either side.
7. Reframe the conversation if needed: If there is defensiveness on either side, redirect the discussion toward constructive goals and mutual improvement.
8. Focus on behaviour, not the person: Actions, rather than personal behaviours, should be discussed to keep feedback constructive and focus on improvement.

At Hyred, we understand the value that human talent can provide. We’re always seeking a diverse range of talented, passionate people who are eager to make a difference through career opportunities. If you’re interested in onboarding with us, visit our Homepage now to set up a free 30-minute consultation for more information! Or visit our Career page for our full list of open job positions in the SEA region!

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