At some point we have all been put off by the negative feedback we received. As a novice though, negative feedback can be quite difficult to accept and can even impact our future attempts at a task; while positive feedback for novices’ means improvement–improvement that can encourage future attempts. Experts, on the other hand, often seek negative feedback and see it as a source of improvement. Since experts usually know their strengths positive feedback will not help much. This analysis, according to Fishbach, Eyal, and Finkelstein (2010), helps individuals with goal pursuit.
A case in point: NPR reports that it is becoming more and more acceptable to cry at work. Why? As a way to reach a goal employers are giving their employees’ negative feedback, in turn evoking sadness. These individuals, according to the report, tend to be younger and “in touch with their emotions”. Perhaps the employers can take a different approach and provide these younger (novice) individuals with positive feedback that can be more constructive and encourage goal pursuit.
Not surprising, T.V. shows, radio shows, and even newspapers have had their success providing advice or feedback. Feedback is so important to some individuals’ that online tools have been created for that purpose and with some success. According to an NPR story, the claim of the tool is to provide honest and anonymous feedback. The idea behind anonymous feedback is to reduce any anxiety and allow privacy. Applying this tool should not be difficult; the story cites the example of individuals getting feedback when it is too late and the person is getting laid off. The target of the tool is individuals in their 20’s who tend to be newer at their jobs and are constantly seeking feedback or advice to reach their goals and perhaps obtain promotions.
However, Fishbach et al. (2010) make the point that providing advice, whether positive or negative should be consistent with an individuals’ level of experience. Providing the proper feedback to individuals can lead to improvement and also “goal adherence”.