Getting personal and professional feedback is critical to everyone’s development, advancement, and ability to grow. However, if the feedback is given incorrectly, without clear intentions, it may sound more like criticism.
This can damage the relationship between the leader and the employee, but it doesn’t have to be that way. The person providing feedback must remember that there’s a clear difference between criticism vs. feedback. Namely, criticism is damaging and hurtful. There’s nothing positive in it, no good intent. In contrast, feedback is beneficial, useful, and constructive. It’s given in the spirit of growth and continuous improvement.
Lastly, keep in mind that feedback alone will lead nowhere if the person on the receiving end can’t use it to make positive behavioral changes. Feedback doesn’t have to be all positive. In fact, people often appreciate a mix of positive and constructive feedback. However, effective feedback provides the recipient with a clear and objective picture of what’s working well and what could be going better, regarding their overall performance. Below, we’ll cover some methods to ensure that the feedback you share is valuable and worthwhile.
Related: Managing Means Continuous Learning
What is Criticism
According to the Merriam-Webster dictionary, criticism’s definition is “the act of criticizing, usually unfavorably.” It’s an act that focuses almost exclusively on those things we don’t want, like, or appreciate. For example, you point out every mistake an employee made, but you make no effort to describe how they could have performed better. Additionally, you don’t mention what the employee did right, or what you would like to see in the future from that employee. Your attitude and behavior are focused exclusively on the past and the negatives. That’s criticism.
What is Feedback
Feedback is defined by one of Oxford’s dictionaries as “Information about reactions to a product, a person’s performance of a task, etc. which is used as a basis for improvement.” You might immediately notice the difference between this definition and that of criticism above. Feedback is used as a foundation for improvement. It provides clarity about what you want in the future, and what good looks like. Instead of focusing only on what went wrong, genuine feedback helps improve performance while building up the recipient’s strengths.
Judgment vs. Motivation
Criticism is judgmental. It’s all about pointing the finger and accusing the recipient of not doing well enough. It’s about condemnation and saying, “Look what you did wrong.” There’s the connotation that the recipient’s worth as an employee and is “less than” because criticism often feels personal. A manager who criticizes their team members can come across as authoritarian, condescending, and arrogant.
In contrast, feedback should be motivating and even inspirational. It doesn’t overwhelm the recipient with negativity and revolves around behaviors that can be changed. Feedback is never used as an attack, but rather to provide objective and helpful information.
Related: Managerial Courage
Generalizations vs. Particular Behaviors
Criticism often feels like character assassination, generalizing traits such as a person’s mentality, temperament, and work style. It may sound like broad, sweeping generalizations about things the person has little to no chance of changing or improving.
On the other hand, feedback allows us to provide information on one or more specific behaviors where improvement is possible and even likely. Effective feedback can and should include actionable examples and techniques that will help the person do better.
Prompting Defensiveness vs. Self Reflection
Criticism can feel threatening to the recipient. This is because it’s often delivered in an angry tone. The giver of criticism isn’t usually calm, rational, or kind. In fact, the recipient may often view the giver of criticism as rude, demanding, and intimidating.
In contrast, feedback is almost always provided calmly, without any personal attacks on the recipient. Because the intent is entirely different from criticism, the recipient is less likely to feel attacked and is more likely to be open to understanding and acting on suggested changes in behavior or performance.
Past vs. Future
Remember that criticism points back at an action or event. It is often used to cast blame, shame the recipient, etc. Some might think that others learn by pointing out flaws in their actions. But this approach usually causes the recipient to become defensive.
Feedback, on the other hand, looks to the future. It asks how the giver and the recipient can work together to overcome past challenges.
Interested in one-on-one coaching in areas such as preparation for senior executive meetings, reframing issues, or building self-awareness? Check out options provided by Reverb today. Curious about team training? Check out our Leadership Development workshops, like Giving and Receiving Feedback here.
Stating a Problem vs. Making it Better
Criticism focuses almost entirely on the problem. It points out the problem (often many times) without providing or suggesting a practical, workable solution. Feedback focuses on recognizing the problem and then working with the recipient to come up with ways to resolve issues, correct problems, and move forward.
With feedback, the superior takes responsibility as much as the recipient, takes ownership (the buck stops with the authority figure), and turns feedback into an opportunity for recipients to learn, grow, and become better at their respective positions.
Giving the Best Feedback
Remember that the best feedback doesn’t tear down the recipient. Instead, it builds them up. If something negative needs to be addressed, concentrate on the recipient’s actions instead of threatening or shaming the individual. Whatever input you provide, make it actionable and specific. Be direct and honest. As much as you specifically point out problems, ensure that you clearly emphasize what the recipient is doing that’s right. If they have improved in any area, mention that and praise them for it.
Don’t lecture the recipient. Make it a mutual conversation. Give the recipient time to answer your questions. Pay attention to what the recipient has to say. This isn’t just an opportunity to unload frustrations (to criticize) the recipient. Pay attention to what isn’t said; be curious.
Sometimes professionals in leadership positions don’t know how to deal with specific issues, and they need concentrated leadership training. Reverb provides executive coaching on issues surrounding criticism and how to correctly provide feedback along with a much deeper understanding of the client’s motivations and way of working.
Final Thoughts
Keep in mind that feedback shouldn’t be something the recipient dreads. As long as your intent is constructive and is used as a chance for the recipient to learn from past mistakes, providing feedback can be a good experience for everyone involved.
Related: Three Ways Working With a Coach Can Help You Land a Job You Love
