Over the past few years, multiple studies have shown the negative impact that corrective feedback can have on motivation and employee engagement. And, while that’s certainly true (we even wrote about it here), there are situations where it can be highly effective. New research by Stacey Finkelstein of Columbia University and Ayelet Fishbach of University of Chicago shows that, in the right circumstances, constructive criticism can be a stronger motivator than positive reinforcement.
The new research affirms that positive feedback is effective to keep people motivated and engaged as they learn a new skill or move into a new position. When people are not sure what they’re doing, giving encouragement and pointing out what they are doing well helps them stay focused and optimistic about their progress. In these cases, negative feedback can be demoralizing and have the opposite of the intended effect. This is not unexpected.
More surprisingly, the study found that negative feedback can be helpful and motivating for people who have mastered a task, position, or skill. Furthermore, people who feel confident in their abilities actively seek out corrective criticism. They realize that criticism will help them develop and grow while positive comments will serve to confirm what they already know.
This research has some interesting implications for leaders looking to grow their skills, build a strong team and develop greater executive presence. Renowned leadership coach Marshall Goldsmith asks that leaders he works with make a commitment to their team to work on one specific goal and periodically solicit feedback from the team about how they could be moving towards the goal more effectively. Some leaders believe that asking their team for feedback makes them appear weak or insecure. What Marshall Goldsmith realized, and what new research backs up, is that seeking constructive feedback both conveys confidence—a truly secure leader openly acknowledges a desire to improve and seeks out opportunities to do so—and gives employees the chance to engage, contribute, and feel valued.
If actively soliciting feedback from employees is new to you, it may feel uncomfortable at first. Here are a few tips about accepting and making the most out of criticism—solicited or unsolicited—that you receive from your employees:
1. Notice your reaction. You may notice that your first instinct is to be defensive or feel threatened. If you do feel that reaction, take a moment to recognize it and realize that it may indicate that the feedback, even if delivered poorly, may be hitting a sensitive area.
2. Search for the learning. Every piece of feedback that you receive contains some kernel of gold in it. There is always an opportunity to learn and, if nothing else, build trust with your staff.
3. Ask questions. After your employee has given feedback, don’t be afraid to do a little investigating and get curious. How might they be seeing things differently than you? Is there a disconnect between your intention and their perception of your actions? Engaging in conversation based on curiosity and compassion opens doors of communication that might otherwise remain shut.
Being able to solicit, accept, and use negative or corrective feedback is a valuable skill that sends a clear message to your employees that you are confident in your leadership, but also recognize the need to grow and need their help do it. And that is the sign of a true expert and leader.