Giving & Receiving Feedback Effectively

People react differently to negative feedback—some aim to feel better, while others focus on improving performance. A new study by Felix Grundmann, Kai Epstude and Susanne Scheibe shows that those with a strong performance goal tend to manage their feelings in negative feedback situations by engaging with feedback (e.g., using strategies such as reappraisal), while others may disengage (e.g., using distraction). Goals in feedback situations, in turn, are shaped by how legitimate the feedback appears, the level of negative emotion, and how much attention people pay to their emotions.

💡 Practical Takeaways:
➡️ For feedback givers: Ensure feedback is seen as legitimate by linking it to performance improvements, delivering it professionally, and striking the right balance of negative emotion.
➡️ For feedback recipients: Be aware of your goals—if improvement is your aim, focus on the feedback’s legitimacy and manage emotions effectively. Techniques like implementation intentions (e.g., “If I receive critical feedback, I’ll find a silver lining”) can help.
Understanding these dynamics can make feedback more effective and lead to real growth!

Link to the article (open access): https://www.sciencedirect.com/science/article/pii/S0191886925000753