It’s human nature to crave praise and shy away from criticism. Who doesn’t love being told they’re wonderful? On the other hand, hearing there’s room for improvement is less enjoyable.

However, negative feedback can be a powerful tool for honing your professional performance and that of your team.

That’s why we’ve developed a robust feedback culture at The Yardstick Agency.

While we make no apologies for setting high standards, our feedback is always delivered with consideration and empathy. One of our “7 yards”, the principles we Yardstick folk live by every day, is: “We communicate with clarity, kindness, and openness”.

This highlights a crucial point about negative feedback in the workplace – to be effective, it must be constructive.

Research by Brother UK has found that 49% of office workers have considered quitting or have already done so because of inconsistent or unfair feedback.

However, BuildEmpire has revealed that 92% of UK employees believe that negative feedback, when delivered appropriately, is effective at improving performance.

Keep reading to find out why constructive negative feedback can be so valuable and learn how to give and receive it in a way that supports professional development.

Constructive negative feedback could help you, your team, and your firm excel

While you may not relish the thought of being told your work hasn’t quite hit the mark, learning to embrace negative feedback might take your performance to the next level.

The same is true for your team.

What’s more, individual success is likely to benefit your firm, as engaged, productive employees are crucial for business success.

Here are just a few reasons why (well-delivered) negative feedback is so valuable:

• Improved self-awareness – Regular constructive feedback teaches individuals to recognise specific areas for improvement, allowing them to take control of their professional development.
• Increased motivation – Constructive criticism should provide a clear roadmap to success and instil a desire to achieve.
• Lower risk of stagnation – Receiving nothing but praise may seem like a win. However, never being given any suggestions on how to improve could lead to complacency, boredom, and a lack of progression.
• Better professional relationships – Constructive feedback allows you and your team to address skills gaps and errors. This builds trust and strengthens working relationships, which in turn can foster job security and employee retention.
• Improved morale – Instead of leaving individuals frustrated with their performance or concerned about their position, constructive feedback helps them grow professionally.

Of course, a more engaged, productive, and loyal team has obvious business benefits, such as reduced staff turnover, lower rates of sickness absence, and a more positive brand reputation.

6 top tips for giving constructive negative feedback

Unfortunately, delivering feedback constructively does not come naturally to everyone. In fact, for most of us, it’s a skill like any other, taking time and effort to master.

However, a survey by Brother UK showed that 47% of office workers have not been trained in how to give feedback. When given poorly, negative feedback can lead to frustration, resentment, demotivation, and defensiveness.

Here are our top six tips for giving constructive feedback:

1. Be specific and objective – Vague or personal statements, such as “You’re lazy and you never get things right”, are demotivating and give no guidance on what action is needed to improve. Instead, focus on behaviours rather than the person. For example, “I’ve noticed that the client report missed key data points and was submitted after the deadline”.
2. Avoid being accusatory or confrontational – Combative language, such as “This is your fault”, could trigger a defensive response that’s unlikely to be productive. A simple way to avoid this is to use “I” statements. For example, “I’ve noticed that you’re struggling to manage your workload”.
3. Give timely feedback in private – Prompt feedback ensures that the work in question is fresh in your team member’s mind, and they can take corrective action. Additionally, choosing a private place to talk ensures that the individual feels safe and confident to engage positively with the feedback process.
4. Show empathy – Acknowledge any challenges your team member is facing and let them know that you have confidence in their ability to improve. This shows you value them and support their development.
5. Offer actionable next steps – As the adage goes, “Bring solutions, not just problems”. If you only point out someone’s faults, they might quickly become a disengaged, unproductive member of the team. Instead, provide practical suggestions for improvement and direct them to support as needed.
6. Tailor your feedback style to the individual – Consider the person’s personality, communication preferences, and professional development needs. If you’re not sure what these are, ask!

How to learn from negative feedback and use it as a tool for professional development

The psychological phenomenon called “negativity bias” means that criticisms often have a greater effect on us than praise.

That’s why receiving negative feedback without reacting emotionally can be so difficult.

Learning to receive constructive criticism can be just as valuable as delivering it. In fact, the two go hand in hand. You and your team need to be adept at both if you want to establish a productive feedback loop in your firm.

Here are a few ways to embrace negative feedback as a valuable learning resource:

• Listen and take a breath before responding – Try to resist responding instinctively based on your emotions. Instead, focus on understanding the guidance you’re receiving. Remember that constructive negative feedback is designed to help you improve, not to make you feel bad.
• Show you appreciate the feedback – If you’ve been on the other side of the table, you’ll know that giving negative feedback constructively isn’t easy. If someone makes the effort to do so, let them know that you’re grateful for the opportunity to improve. This could help your firm develop a collaborative and productive feedback process.
• Ask for more information – If you find yourself on the receiving end of vague statements and accusations, ask for examples that illustrate what needs to change. You can then identify specific action steps for improvement.
• Request a follow-up feedback session – If there’s no routine feedback process in place, ask for a session to review your progress after you’ve had time to act on any constructive comments. This could allow you to track and celebrate your progress, identify next steps, and build trust and communication.

A final word from the Yardstick team

Feedback is central to how we work at Yardstick. It ensures we maintain the highest standards for our clients and continually improve.

I asked a few of the team to share their thoughts on giving and receiving negative feedback at work – what works, what doesn’t, and how it helps them. Here are some of their responses:

“I always find it helpful when someone explains why they are offering the feedback. Especially when they answer the question, ‘What is the end benefit of changing this?’. It helps me assimilate what they’re saying and apply it.”

“I hate it when people are rude or condescending in their feedback. It’s so unhelpful! Fortunately, I’ve not experienced this at Yardstick.”

“I like the kind of feedback that makes me feel we’re all rowing the boat together, not facing one another in a fencing match.”

Get in touch

If you’d like to work with a team of creatives who continually push each other to go above and beyond, we’d love to hear from you.

Get in touch today at hi@theyardstickagency.co.uk to find out more about our specialist marketing services for financial planners and advisers.