Comments on: Feedback Can Be Harmful to Your Health http://results.envisialearning.com/feedback-can-be-harmful-to-your-health/ A blog by Envisia Learning for those who are truly interested in increasing organizational performance Tue, 09 Mar 2010 01:57:12 -0800 http://wordpress.org/?v=2.8.4 hourly 1 By: Jo Ayoubi http://results.envisialearning.com/feedback-can-be-harmful-to-your-health/comment-page-1/#comment-327 Jo Ayoubi Wed, 15 Apr 2009 10:25:44 +0000 http://results.envisialearning.com/?p=153#comment-327 Hi Ken Great piece, very interesting study that you quote. A couple of points I would add to the debate: - As with most human actions, there are good ways of giving feedback and terrible ways....the quick, sharp comment that we're all guilty of sometimes isn't good feedback. In fact, saying "Why on earth did you do it that way?!" doesn't qualify as feedback at all!. That doesn't mean feedback is not a good idea though. As Rich points out, the intention of the feedback giver is important. - Feedback is not about general snide comments, put-downs or verbal abuse, or having your ideas rejected...it's about giving someone an example of a specific thing they did or said and its effect, which can be good or bad. - Feedback can also be very positive, encouraging and motivating. It can also be incredibly helpful if it's specific and given immediately. - Finally, with regard to the study, I would question a study that can relate performance changes to a specific activity (in this case feedback). Also, if one third of all studies showed a one-third decline, did two-thirds show an improvement...? I think we should be told! Hi Ken
Great piece, very interesting study that you quote.
A couple of points I would add to the debate:
- As with most human actions, there are good ways of giving feedback and terrible ways….the quick, sharp comment that we’re all guilty of sometimes isn’t good feedback. In fact, saying “Why on earth did you do it that way?!” doesn’t qualify as feedback at all!.
That doesn’t mean feedback is not a good idea though. As Rich points out, the intention of the feedback giver is important.
- Feedback is not about general snide comments, put-downs or verbal abuse, or having your ideas rejected…it’s about giving someone an example of a specific thing they did or said and its effect, which can be good or bad.
- Feedback can also be very positive, encouraging and motivating. It can also be incredibly helpful if it’s specific and given immediately.
- Finally, with regard to the study, I would question a study that can relate performance changes to a specific activity (in this case feedback). Also, if one third of all studies showed a one-third decline, did two-thirds show an improvement…? I think we should be told!

]]> By: Ken Nowack http://results.envisialearning.com/feedback-can-be-harmful-to-your-health/comment-page-1/#comment-326 Ken Nowack Mon, 13 Apr 2009 15:09:00 +0000 http://results.envisialearning.com/?p=153#comment-326 Rich...You have hit a "strike" as feedback is largely about delivery of the "bowling ball down the alley." Obviously helps to use the right ball but appreciate your thoughts and kind feedback....Be well.... Rich…You have hit a “strike” as feedback is largely about delivery of the “bowling ball down the alley.” Obviously helps to use the right ball but appreciate your thoughts and kind feedback….Be well….

]]> By: Rich Grenhart http://results.envisialearning.com/feedback-can-be-harmful-to-your-health/comment-page-1/#comment-325 Rich Grenhart Mon, 13 Apr 2009 02:17:39 +0000 http://results.envisialearning.com/?p=153#comment-325 Great contrarian piece, Ken! Perhaps the important (and missing) intervening variable in the Kulger and DeNisi study is the skill of the individual providing the feedback. (Think of the legendary executive who completes a termination interview leaving the departing employee grateful for the new opportunities ahead.) If the mindset of the feedbacker is around delivering "critical" versus "constructive" or "developmental" feedback, the effect may well be demoralizing, demotivating and painful. Being enlightened to an opportunity to improve one's performance should be experienced for what it is, a gift of a developomental opportunity. The delivery can make all the difference. Keep up the blogging! Great contrarian piece, Ken! Perhaps the important (and missing) intervening variable in the Kulger and DeNisi study is the skill of the individual providing the feedback. (Think of the legendary executive who completes a termination interview leaving the departing employee grateful for the new opportunities ahead.) If the mindset of the feedbacker is around delivering “critical” versus “constructive” or “developmental” feedback, the effect may well be demoralizing, demotivating and painful. Being enlightened to an opportunity to improve one’s performance should be experienced for what it is, a gift of a developomental opportunity. The delivery can make all the difference.

Keep up the blogging!

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