The Importance of Giving Balanced Feedback (2024)

FAQs

Why is it important to give balanced feedback? ›

Balanced feedback

It clarifies expectations. It feels good. The negative feedback is given factually and preferably with suggestions for improvement. By being honest and straightforward, and by offering balanced feedback, the people you influence can build skills and confidence at the same time.

In a speaking example, where the client is giving a presentation, an example of balanced feedback would be: Your voice was strong and clear, I could hear every word. Your presentation had a great opening which drew me in and engaged my curiosity. I believe the question you opened with worked well.

Effective feedback is specific and actionable. Effective feedback offers specific examples and solutions, so the person you're giving feedback to knows what to do to improve. Knowing exactly what they did that they can improve on—and what actions to take to improve—helps recipients actually apply feedback.

Balanced feedback provides a response on what is being done well as well as what could be improved: Positive comments: build confidence and reinforce the “good” behaviour you want to see more of. It clarifies expectations and makes people feel good.

The idea is that this approach will make the recipient less defensive as balancing positives with negatives is supposed to protect their self-esteem. So, the manager feels better about giving constructive feedback.

You'll likely get much more from people when your approach is positive and focused on improvement. That's not to say feedback always has to be good, but it should be fair and balanced.

Giving feedback is an opportunity to get things out in the open so that issues can be resolved and they can find ways to work together better. Moreover, regular feedback can prevent conflict from happening in the first place. Small issues can be resolved before they have a chance to escalate into something bigger.

What is an example of a positive feedback process? ›

The release of oxytocin from the posterior pituitary gland during labor is an example of positive feedback mechanism. Oxytocin stimulates the muscle contractions that push the baby through the birth canal. The release of oxytocin result in stronger or augmented contractions during labor.

Impact feedback is the most effective type of feedback to start with because it informs a person about the results of their behavior without dissecting the details, assuming motivation, or placing blame.

KEY BENEFITS OF FEEDBACK

It prevents performance from going off track or becoming misaligned, wasting valuable time, energy or resources. Appreciative feedback and recognition builds someone's sense of being valued. It helps to reinforce positive habits and encourages more of the performance that you want to see.

When presented, however, feedback is more effective when it reinforces what the employee did right and then identifies what needs to be done in the future. Constant criticism eventually will fall upon deaf ears. Some kinds of feedback occur naturally while other kinds must be carefully planned and well-managed.

Feedback is about listening actively, taking the time to analyze, and then thinking of the best possible solution to perform better. It provides positive criticism and allows to see what everyone can change to improve their focus and results. It brings people together and creates a healthy communication flow.

It's helpful to offer constructive criticism in a way that is not demotivating. Positive feedback is necessary as it encourages individuals to continue. However, negative feedback is also necessary as it provides insight into areas that need improvement-so long as the recipient is coachable.

KEY BENEFITS OF FEEDBACK

Constructive feedback provides the opportunity for ongoing performance improvement. It prevents performance from going off track or becoming misaligned, wasting valuable time, energy or resources. Appreciative feedback and recognition builds someone's sense of being valued.