Lesson notes, exercises, downloads, and recommended reading are below the video. On mobile, the video will rescale when you play it.

Types of Performance Feedback: 8 Varieties

There is a lot of jargon around performance feedback – and a lot of different types of performance feedback. Let’s unpick them all.

Watching this video is worth 3 Management Courses CPD Points*.
πŸ”Ž See below for details

This video is part of course module number 3.8.1
Program 3: Managing & Leading Individuals
Course 8: Feedback
Section 1: Introduction to Feedback

Other videos in this section include:
🎬 What is Feedback? And Why Does it Matter? https://youtu.be/qbk35u6kBSg
🎬 The Principles of Performance Feedback https://youtu.be/oz9t5H08Khg

1. Informal vs Formal Feedback
Informal – spontaneous, unplanned, spur of the moment, everyday – typically appreciative, praising – happens in the workplace either at chance meeting or in the normal run of a manager or supervisor observing their team
Formal – planned, and based on deliberate observation or data-gathering – follows a structured approach – usually away from the normal place of work

2. Comparative Feedback
References performance level against a standard. The ’standard’ could be the performance of a peer group or a specific person. Helps people to benchmark performance levels, but not necessarily understand how to improve

3. Judgmental vs Non-Judgmental Feedback
Also known as Evaluative and Non-Evaluative Feedback
Judgmental – offers an evaluation of the level of performance – often with a subjective assessment of how you feel about it. Allows receiver to gauge their level of performance, although the measure may not be clear. Judgmental feedback can be:
β€’ Critical
β€’ Positive
β€’ Balanced
Non-Judgmental – Provide information without interpreting it or offering judgment. Allows the person to whom you are giving the feedback to provide commentary. Set out the evidence and leave the group or individual free to use it or not.

4. Critical vs Positive vs Balanced Feedback
Critical Feedback (or Negative Feedback) – use with care as this can be demotivating. Perhaps best when focused on correcting process steps or when performance is way below the required level, but learner wishes to learn and develop. Spell out what was wrong and why, and then offer correction. Do not offer judgment about the person or their capability – nor reprimand.
Positive Feedback – Only talk about the things that the other person does well, offering praise, support, and reward for the areas of performance you want to encourage, to reinforce the helpful behavior.
Balanced feedback – not necessarily 50/50. Provide balanced feedback against your interpretation of what the person does well and where they need to make changes and develop, backed up by evidence. It can be helpful to separate out what you need to say in your feedback, in order to ensure you deliver a clear message. One way to structure feedback is to use the AID model:
o A = Action – This is what you said/did
o I = Impact – This is what happened as a result
o D = Do – This is what you might you do differently, or the same, in future

1. Which types of feedback can you recall having received? What were the impacts on you? (2 MC CPD Points)
2. What forms of feedback have you given? Looking back, how appropriate were they? (2 MC CPD Points)
3. Thinking about any feedback you need to give over the coming weeks, which types of feedback will be most appropriate for each situation? (2 MC CPD Points)

Free Resources
🧰 CPD Tools – https://gum.co/MC-CPD
Paid resources
🧳 Management Courses Onboarding Kit – https://gum.co/MC-ObK ($3)

πŸ“– Feedback (and Other Dirty Words): Why We Fear It, How to Fix It https://geni.us/Pg4gk
πŸ“– Thanks for the Feedback: The Science and Art of Receiving Feedback Well https://geni.us/OtdDnSy
πŸ“– HBR Guide to Delivering Effective Feedback https://geni.us/h0cN
πŸ“– Feedback Pocketbook https://geni.us/D8Ar
πŸ“– Feedback Toolkit: 16 Tools for Better Communication in the Workplace https://geni.us/x8TGT4

⭕️ Links to our book recommendations are affiliated through Amazon

Managers Need a Basic set of kit to do your job well. Here are my top recommendations: https://kit.co/MikeClayton/manager-s-work-kit (the links are affiliated)

You can record your Management Courses CPD points on our free, downloadable CPD record log.
πŸ““ Download it at: https://gum.co/MC-CPD
Each video has two levels of MC CPD points. For this video:
– If you simply watched the video, record 3 MC CPD points
– If you also carried out all of the recommended exercises, score a total of 9 MC CPD points

#ManagementCourses #Feedback #TypesOfFeedback


Masters of Feedback: Ken Blanchard & Spencer Johnson – One Minute Feedback
Masters of Feedback: Rick Maurer – Feedback Toolkit
How to Do a Performance Turnaround – 6-step process [Feedback Challenges]
Feedback Challenges: Bias in Feedback
Feedback Failure: What if Your Feedback Doesn’t go to Plan?
What is Diamond Feeback?
What is 360-Degree Feedback? And a 4-step Process.
Receiving Feedback: Acting on Feedback – 8 Steps
How to Receive Feedback
Receiving Feedback: How to Ask for Feedback
My Top Tips for Giving Great Performance Feedback: Give your Feedback a BOOST
What is the Starfish Model for Giving Feedback?
Masters of Feedback: Kim Cameron – Positive Feedback
Why You Should Never Use the Feedback Sandwich – swap to the Feedback Burger
How to Give Formal Performance Feedback: 8-step Feedback Process
How to Plan Your Feedback: 10 Question Process
When and Where to Give Feedback
The Principles of Performance Feedback: Feedback Principles that set the BAR high
What is Feedback? And Why Does it Matter?

Mike Clayton

About Mike Clayton 

Dr Mike Clayton is a (former) Project Manager and now a management educator. Having trained thousands of people at live workshops, seminars, and conferences, he now delivers training mainly via video. He has 14 books with international publishers and runs two successful YouTube channels. He is also the founder of OnlinePMCourses.com

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