It’s clear that many employees appreciate honest feedback, even when it is hard to hear. Don’t wait for performance reviews to provide constructive feedback.Negative: The managers surveyed wanted more negative feedback during a task or project (12 percent received 18 percent preferred) and after it was completed (11 percent received 17 percent preferred).

Their bosses gave them more positive feedback about completed work (44 percent) than they preferred (33 percent). Positive: Respondents to the survey said they got about the same amount of positive feedback related to ongoing work (33 percent) as they wanted (32 percent).What type of feedback did managers report wanting to receive? Negative Outcome: In the end, your performance was not up to par.Positive Outcome: The task or project is complete, and you’re praised for a job well done.Negative Process: You need to make changes in how you’re handling ongoing work.Positive Process: Your boss says you’re performing well on a task or project that’s still underway.In developing the survey, CCL used four feedback categories as defined by researchers at the University of Akron: The goal was to understand how feedback is being handled in today’s workplaces, to identify gaps in current feedback practices and develop benchmarks to help leaders understand its value. Participants were asked about the total performance feedback they gave and received in the previous three months. To shed more light on the feedback question, research and advisory firm Center for Creative Leadership conducted a survey of 235 leaders from organizations around the world. Unfortunately, recent reports have confused the issue by suggesting positive feedback has a bigger impact on performance improvement than constructive criticism. According to a study of more than 80 U.S.-based executives, not giving poor performers the feedback they need costs organizations thousands of dollars per day. And giving feedback infrequently - or worse, not at all - comes with a price. But as legendary Green Bay Packers football coach Vince Lombardi once said, “To achieve success, whatever job we have, we must pay a price.”Įffective leaders know that providing regular feedback - positive and negative - is one of their best tools for success. If you manage people, it’s a safe bet that giving them feedback on their performance isn’t your favorite part of the job. You don’t think you socialize too much at work, but every manager you’ve ever had would disagree.

Negative feedback