ABSTRACT
Feedback is the information people receive about their performance. This chapter describes why people feel uncomfortable about feedback. It discusses the benefits of feedback and some simple ways to make feedback. The chapter distinguishes between constructive and destructive feedback purposes, styles, and behavior. Constructive feedback recognizes that some portion of the cause of poor performance is due to factors beyond the subordinate's control. Constructive feedback attributes good performance to internal causes, such as the subordinates effort and ability. Destructive feedback is the obverse, including general comments about performance, an inconsiderate tone, poor performance attributed to internal factors, and possibly threats. Behaviors associated with constructive and destructive feedback depend on the nature of the relationship between the giver and receiver. Negative feedback can be constructive or destructive, depending on how it is presented. Positive feedback may be destructive under some circumstances for instance, if the value of the positive behavior is minimized or undervalued by the source.
