Giving feedback thoroughly and effectively makes a real impact on how successful the 360 degree feedback process will be.
But how the individual reacts and responds to both positive and negative feedback depends very much on how they are wired. Â Those driven to succeed and attain goals (ie those who are âpositively wiredâ), interpret and internalise positive and negative feedback very differently from those more concerned with avoiding failure and punishment (ânegatively wiredâ).
For example, a highly motivated goal-driven employee will take positive feedback as a validation and reinforcement of current behaviour. This creates a virtuous cycle whereby the individual tends to strive harder. Negative feedback does not tend to alter much for these individuals, unless attention is drawn to it with clear consequences.
The reverse is true of those who fear failure â negative feedback spurs them on to try harder while positive feedback tends not to have much impact on their motivation levels. They often feel that they have âescapedâ any retribution they feared.
Responding to negative feedback by those who are ânegatively wiredâ
âOuch â that hurt! Iâd better try harder so it canât happen againâ
Responding to positive feedback by those who are ânegatively wiredâ
âPhew â avoided failing, done enough, no need to try harderâ
Responding to negative feedback by those who are âpositively wiredâ
 âWhat? – there must be some mistake, so am not changing what I doâ
Responding to positive feedback by those who are âpositively wiredâ
 âIâm good, oh Yes! I can carry on carrying-on!â
So what does this mean for the facilitator giving feedback?
It means that feedback, when received by individuals without guidance or assistance from an experienced coach or facilitator, tends to just reinforce current behaviours (some desirable, some less so) – and have very little impact. The  facilitator needs to recognise these individual characteristics and think through, construct and position the feedback accordingly. Timing of feedback also needs to be considered and in our We think… article we suggest some suggestions about when to offer – and not to offer – feedback.
If youâre looking to train your Facilitators to provide better feedback positioned in a way which reflects the âwiringâ of the individual, talk to us about our Facilitatorâs Feedback Course.
You may want to read more in the full We… think article which looks at the Impact of feedback – or explore more of our resources in our library of Resources.
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