Constructive Feedback or Hate

Most of the times the difference between constructive feedback and hate is a fine line that can quickly escalate to harsh criticism.

constructive feedback

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We need constructive feedback in order to progress, but if it turns into spite – its benefits disappear and the negative aspects might blur our brain.

It’s perfectly legal to have different opinions, it even helps under normal circumstances; nonetheless, from this point to drawing a sword out for every friction or summoning higher forces to defend you… well, that’s a long way.

The characteristics of positive feedback: 

  • More emphasis on future behavior;
  • It’s based on concrete data, not assumptions;
  • It’s not a personal attack, it points out a certain behavior;
  • It helps a person grow, not make him/her feel useless;
  • Addresses the “how” and not the “who”;
  • It’s solution oriented;
  • Provides help. 

Hate examples:

  • It attacks and offends the recipient;
  • Draws out solely the negative aspects
  • It points out the mistakes only without showing the positives;
  • It’s feeding on envy and enjoys when you screw up;
  • No matter what you do, you do wrong. Stop beating yourself about it. 

Most of the times, asking questions works extremely well: “What did you wish to achieve by doing this?” – applicable for both situations. If the end result was a good one you then the behavior should continue and if it was a negative result, it helps to correct it and change. 

If an employee is not on the right track, you tell them how and what should be improved, don’t wait till the end of the year to smack them over the head with it. It’s very important to provide constructive feedback and positive feedback to all employees, not just to those who don’t perform well. 

Feedback is after all an opinion, not the absolute truth, so avoid using terms such as “must” or “mandatory”. If it’s spam feedback you wish to provide and it doesn’t do anyone any good, keep it for yourself. 

Good luck succeeding!

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  1. […] that even when you achieve something, you no longer expect a good word. It’s about that constructive feedback which turns quickly into finger pointing; no hint about what you should do to improve from this […]

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