Is feedback really a gift?

Whether feedback is a gift or not depends. Feedback improved performance on average, but more than a third of the effects studied were negative.

When is feedback a gift?

When it’s well delivered.

A major meta-analysis examined 607 effect sizes covering 23,663 observations. Overall, feedback helped. Yet — here’s a big reminder on how deceptive averages are — in more than one-third of cases, it reduced performance. Feedback tends to work better when it focuses attention on the task rather than on the person’s sense of self.

Consider the difference between “You’re a poor communicator” (ouch!) and “In that presentation, the recommendation came after ten minutes of background. Bringing it forward would make the decision easier to follow.” (better!).

The second gives someone a specific adjustment to make - so it’s actionable - but it’s also impersonal. The first may leave them preoccupied with how they’re being judged, lacking confidence - and less likely to want to present again.

The next time you deliver feedback - make sure you’re specific, you focus on behaviour and you call out the impact (SBI).

All feedback welcome in the comments (as long as it’s SBI).

Reference

Kluger, A. N., & DeNisi, A. (1996). The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory. Psychological Bulletin, 119(2), 254–284.