Constructive Feedback Vs. Destructive Feedback
Feedback is a crucial part of any leader's toolkit. But it's also important to remember that not all feedback is created equal. In fact, there's a big difference between constructive and destructive feedback.
So, what exactly is constructive feedback?
Constructive feedback is about helping someone improve their performance by providing specific, actionable, and relevant information. It should always be delivered in a way that is clear, concise, and respectful. On the contrary, destructive feedback is about critiquing someone for the sake of criticism. It's often vague, emotional, and dismissive.
Among the biggest mistakes leaders make is assuming that all feedback is constructive. But the truth is, if the intention of your feedback is to put someone down or make them feel bad, then it's not constructive—it's destructive.
And while it might seem destructive, negative feedback is more direct and honest, it's actually less effective in the long run. That's because when people are on the receiving end of destructive feedback, they're more likely to become defensive. They'll less likely to listen to what you have to say.
On the other hand, constructive feedback can help people identify areas where they need to improve. It can give them the information they need to make those improvements. It also shows that you're invested in their development and want to see them succeed. So, if you're looking to give feedback that will actually lead to a positive outcome, make sure it's constructive.
2 Types of Constructive Feedback
Here are the two types of constructive feedback you can give to your employees.
1. Motivational - This type of feedback encourages employees to continue doing well in certain areas or feel more determined. It can help them see their own abilities as being successful. It also allows for a greater sense of self-confidence which will inspire future success.
2. Developmental - This is a great way to encourage employees and help them figure out how they can improve their skills. You might use corrective feedback if someone has been struggling with completing tasks in the right manner. For instance, by trying something new, like getting creative or using different tools for optimization purposes.