A lot of managers or team leaders think highly of occasionally soliciting negative feedback. They identify negative feedback with a sense of transparency, honesty and brutality needed to succeed in business. Some tender this by providing negative feedback as a companion piece to something positive just before dropping the bombshell. However, studies have confirmed that both these approaches are cases of poor talent management practices. Negative feedback is usually followed by the employee going “shopping for confirmation” where he/she approaches others in the team to validate the views received. This is only when the work system is such that one needs to regularly engage with the feedback provider, but if that is not necessary, one simply tends to avoid company. Only engaging in positive feedback may also not work, but is usually better as people want to feel valued. Fortunately, most business managers are not buying into this philosophy and increasingly ingraining it to their appraisal systems. This problem gets further enhanced due to the ubiquitous presence of social media at present.

Source:https://hbr.org/2018/01/negative-feedback-rarely-leads-to-improvement

Uploaded Date:06 February 2018