How do you feel when you receive feedback?

It’s not uncommon for wires to get crossed when receiving and giving feedback. The receiver may choose to “hear” a different type of feedback than the one being delivered, ignoring the original intention. It is also possible that the receiver misinterprets the feedback as something else entirely.

Once wires have been crossed, it will be challenging to undo. However, you can learn to recognize the difference between the 3 kinds of feedback to avoid misinterpreting it or delivering it incorrectly in the future. The following are the 3 kinds of feedback:

1. Appreciation


Feedback can come in the form of your boss expressing how grateful they are to have you on their team. This is called appreciation and it is fundamentally about relationships and human connections. It’s feedback that is basically saying “thank you” or “you matter.”

Appreciation can be motivating. It is empowering and inspires to double our efforts. When people ask for feedback at work, it’s often because they want to know if anyone cares or has noticed how hard they’ve been working.

2. Coaching


Have you ever asked for feedback when really, you were asking for direction? Essentially, you’re asking for coaching. You’re aiming to learn more and grow. If you’re a leader, coaching would be your way to help a person on your team improve. This could involve a skill, knowledge, or a process. It could even be to help a person improve their appearance or attitude. Coaching aims to fix a problem or fill a gap in a person’s performance or approach.

3. Evaluation


Of all the times of feedback, evaluation is the most challenging to deliver. Evaluation is an assessment of one’s performance. It could be a ranking or a rating. Ultimately, it will be a comparison against a specific set of standards.

Because evaluations align expectations, they often come with judgments. Proper delivery of evaluation is essential for this reason. Some managers who deliver this type of feedback may feel that it is necessary to cite why they feel potential was not met. And their opinions or observations may be mixed in, causing the feedback to be met with anxiety or rejection.

Appreciation, coaching, and evaluation each satisfy a specific set of human needs. To feel motivated enough to function, we want to feel appreciated. To fast-track our learning and improve our skills, we require coaching. To know where we stand and, we ask to be evaluated.

Are you a leader who is challenged by effectively delivering feedback? I believe I can help you. If you’d like to learn more about how I have helped people transform their leadership skills through coaching techniques and highly-personalized programs, connect with me:

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