Introduction
Feedback is information from your past activity that shapes your your future activities.
People use the term feedback to refer to a variety of things ranging all the way from yelling at your kid to conducting an annual performance review. Let’s explore different types of feedback and come up with suitable labels so we understand what exactly we are talking about.
Evaluative
One basic type of feedback is evaluative feedback that let’s you understand where you stand.
There are two types of evaluative feedback: Rating feedback (also known as criterion-referenced feedback) compares your behavior with a set of quality standards, goals, or objectives. I am rating you when I say you can add five digit numbers correctly.
The other type of evaluative feedback is ranking (also known as norm-referenced feedback). Ranking compares what you do against what other people do. I am ranking you when I say, “Among the 12 people we interviewed, you are the second best candidate for the job."
Instructional
The second basic type of feedback is instructional feedback. It helps you improve your skills and knowledge. Some instructional feedback deals with procedures and skills. Example: “Try holding the ball this way, with your middle finger covering the seam."
The other type of instructional feedback deals with knowledge and principles. Example: “Listen to customer complaints with greater empathy.”
Subjective
The third basic type of feedback reflects a person’s emotional reaction-- otherwise known as subjective feedback. There are two types of subjective feedback:
Appreciation feedback applauds your behavior, like when I accept, acclaim, approve, praise, recognize, and recommend what are you are doing.
Depreciation feedback condemns your behavior, like when I blame you, belittle, chide, criticize, reprimand, nag, abuse you, or put you down.
Conclusion
Remember: Your intent in giving feedback does not necessarily guarantee the same impact.
Example: You may give instructional feedback to help me acquire an American accent. But I may perceive your feedback as a depreciating racist slur to put me down.
Important rule: The type of feedback you give may not match the other person’s needs or expectations. Your friend may show a picture of her baby hoping to get some positive reactive feedback—some appreciation. You, on the other hand, may give instructional feedback to help her become a better photographer by demonstrating the rule of thirds to create better composition.
At the beginning of a feedback session, explain what type of feedback you intend to give. Ask the other person what type of feedback he would like to receive. Better yet, begin by letting the other person specify the needs and expectations first. Then negotiate a common type of feedback.