5.9. Requirements for effective negative feedback

5.9. Requirements for effective negative feedback

You should only give negative feedback to participants' learning after you have worked with them for quite some time.

START BY MENTIONING WHAT WENT RIGHT

The positive feedback is often not heard if you start with negative feedback. Moreover, people are more inclined to listen when the positive aspects are highlighted first.

USE THE FIRST PERSON

Present your negative feedback as a personal vision or experience, not something belonging to the participant involved. So say, for example: I don't find it interesting because …;instead of:You are not interesting because …

BE CONCRETE

Describe accurately and clearly the concrete event that is involved and which provokes these perceptions, thoughts, feelings in you. So,don't use general or vague terms and don't try to explain your perception withthe character, feelings or thoughts of the participant in question. For example: I notice that my attention fades when you move slowly and speak quietly …;and not:You are notdoing it expressively enough, or You are too shy, or I want you to be less careful.

GIVE USABLE, MANAGEABLE WORKING POINTS

Convert your criticism into a working point, something that the participants can immediately get to work with. Also, give a tip on how they could handle this. Do not give negative feedback on things that the participantswill never be able to change or will only be able to change very slowly (their body characteristics, their talent…) For example: You could practise not giving your voice a soft volume when you are at a greater distance;and not: Your voice just isn't strong enough.

LEAVE SPACE TO ANSWER

You formulate your feedback as a personal, subjective message;therefore,you need to give the participant space to see it differently. Give them the opportunity to question and answer what you say. If the participant rejects your negative feedback, it is often a sign that theyare not ready yet. There is often some uncertainty behind this. In that case, don't insist, but wait.

RAPIDLY

Give negative feedback immediately after the event you want to correct;otherwise, your feedback will lose effectiveness.

ONE (WORK) POINT AT A TIME

Too much negative feedback is not only unpleasant but also not workable. No one can react spontaneously when they have to focus on three things at the same time. So select one working point and choose it carefully, depending on the objectives of the activity, and in relation to the skills that the participant most needs to make progress in that regard.

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