There are many opportunities in our professional lives to provide feedback on peers, managers, company direction, instructors, vendors, etc.
You may be tempted to use these opportunities to focus on the negative by providing constructive criticism and negatively weighted responses.
I suggest that you consider focusing on the positive.
Consider that these feedback requests are rarely voluntary for the sender. Employees are often encouraged to seek peer feedback prior to annual reviews. Instructors are often required by their employer to request student feedback. Managers and processes may be included in organizational feedback programs. Many organizations rate vendors based on employee feedback.
Formal and public feedback forums can have real-world consequences. Peer feedback can influence raises and promotions. Vendor feedback can influence budgets and purchasing decisions. Managerial and organizational feedback can influence company objectives. Restaurant and small business reviews can impact business and cause stress for the owners.
There is a concept in the insurance industry called adverse selection. In simple terms, people who are at higher risk are more likely to purchase insurance. The claims on these policies will be higher because there are fewer low risk individuals represented in the pool. The same could be said for feedback. Participants that are unhappy, opinionated, or misguided can negatively skew feedback results.
There is no blurring the lines between positive and negative feedback. What we call constructive criticism is just negative feedback in disguise. The recipient of your feedback will only see the negative. Negative information is also more memorable than positive (the recipient and those evaluating your responses will fixate on the negative).
Feedback is often requested in a way that gives us a sense of anonymity. Yet our words often find their way back to us. It is not unlike speaking behind someone’s back or posting on social media. Our negative feedback, no matter how carefully it is worded, can hurt our relationships with friends and peers.
Nobody wants to unknowingly make mistakes. Nobody wants to learn after an interview that they had food in their teeth or bad breath. Feedback can help us to correct our actions before a small mistake or poor practice grows into something larger. At the same time, nobody wants their mistakes broadcast to the world and there are times when we are not open to receiving feedback. Professional feedback is not the best forum for corrective comments.
Criticism is rarely well received. Your critical remarks are more likely to be ignored and may cause resentment or unexpected consequences. Many famous leaders including Abraham Lincoln were known to write scathing rebukes to subordinates and peers that were never sent. You may find that the best way to share your constructive criticism is to keep it to yourself. At least write it down and sit on it for a few days before going forward.
When we are angry, hurt, disappointed, or feeling overly helpful we want a platform to voice our opinion. Feedback requests may appear like a perfect opportunity to rant or climb on our high horse. Consider setting aside those strong opinions. Often feedback requests are not the appropriate forum for your soap box.
Finally, nobody wants negative feedback. At least not in situations where their professional careers, creations, and pride are concerned. When we solicit feedback, our tendency is to target people who are likely to respond positively. We want validation and praise. More importantly, we want ammunition to highlight our positive impact.
Professional Feedback Tips:
- Focus on the positive in comments and ratings. Check yourself if you feel your responses are negatively weighted. People will remember your words so let that memory be a positive one. Remember this is not a green light for you to put on your “Karen” hat.
- Treat all responses as public responses, even when you are completing an anonymous request. It is hard to remain anonymous in comment-based feedback.
- Develop a reputation for being a source for positive feedback. Seek to bring up the average score rather than bring it down.
- Make sure to tell people when you have positive feedback to share. “Thank you and please send me a feedback request before your next review”.
- Use more direct forms of communication for complaints and constructive feedback. Send a direct message or email. Have a private conversation if possible.
- When you are soliciting professional feedback make sure to identify people who are likely to provide positive feedback. Don’t challenge yourself by adding your frenemies and difficult customers to the list. Their feedback is valuable but not when your next promotion is on the line.
So, what is the best way to provide constructive criticism in a formal feedback request? Never. Swallow your pride for a moment and focus on lifting up the person or organization by accentuating the positive. Save your scathing reviews and improvement recommendations for more direct and private communications.