Done properly, negative – or as I prefer to call it, constructive – feedback can have a positive effect, helping to improve performance, productivity and motivation. Nonetheless, giving (and receiving) negative feedback is something most people find awkward. Even worse, if it’s not done carefully, it can have a very detrimental effect on the employee’s engagement and performance.

1. How To Give (And Receive)
Negative Feedback
The Essential Guide

2. © 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
Giving & Receiving
Negative Feedback
Introduction
Done properly, negative – or as I prefer to call it, constructive –
feedback can have a positive effect, helping to improve
performance, productivity and motivation. Nonetheless, giving (and
receiving) negative feedback is something most people find
awkward. If it’s not done carefully, it can have a very detrimental
effect on the employee’s engagement and performance.

3. © 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
Organizational Culture Is Key
The overall culture within the organisation plays a significant role in
how feedback is received.
Everyone at every level of a business has things they want to get better
at. How many people do you know who don’t want to get better at
their job? I certainly do. The beauty of constructive feedback is that it
helps us identify those areas for development and find ways to
improve our performance.
Therefore, the best kind of company culture is one where negative
feedback is seen as something positive. A culture where self-evaluation
and self-awareness thrives, and people actively seek out opportunities
to learn and grow. In order to achieve this, the business needs to
cultivate a supportive environment where people are encouraged and
helped to learn.

4. © 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
In practical terms, a good performance management culture means
regular conversations between managers and their direct reports. An
annual performance conversation just won’t cut it. It needs to be at
least monthly, but ideally weekly. Some weeks that might mean a quick
“everything’s ticking along fine” conversation. Some weeks are an
opportunity to give praise when things are going brilliantly. And some
weeks, when things haven’t gone so well, it means looking at what can
be done differently in future.
Regular pulse surveys will also help to foster a culture of continuous
feedback, where everyone is generally more aware and able to identify
opportunities to do better.

5. © 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
The best way to give negative feedback is to have a supportive
conversation – you know, like normal human beings. On paper that
sounds easy. But in practice, fear, anxiety and just general
awkwardness can make that conversation a lot more difficult.
The following steps will help strip the awkwardness away, so you can
deliver negative feedback in a more constructive, positive way:
Don’t store up negative feedback. If you keep putting it off, you just
end up overwhelming someone with a long list of their faults. Instead,
create a process where feedback (both positive and negative) is given
regularly, ideally weekly.
Strip out emotions. Don’t act awkward and apologetic. Don’t be mean
or aggressive. This is a time for a frank, straightforward conversation to
help your employee perform better.
How To Deliver Constructive Feedback

6. © 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
Balance the negative with positive … but at the right time. Experts
disagree on whether it’s a good idea to soften negative comments with
praise. Personally, I believe everyone needs to hear praise, but it
shouldn’t dilute what you really need to say. So absolutely offer lots of
regular positive reinforcement, but not when you’re giving negative
feedback.
Ask plenty of questions. Questions like “What was your thought
process for X?” or “What do you think could be done better” not only
encourages self-awareness and assessment, it can also help you
understand any underlying issues. For example, the answers might
reveal a simple miscommunication or lack of understanding that could
be easily rectified.

7. © 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
Keep it factual. Using concrete examples will help you stick to the facts
and strip out emotions. So state two or three examples, and give the
employee a chance to respond to each. It might also be helpful to
discuss performance and expectations in relation to the job
description. Are they not keeping up with one specific area of the role?
Again, this is something concrete and factual, not an opinion or
emotion.
Agree specific actions for the future. But be sure to keep the focus on
the positive results and behaviours you’d like to see, not a list of orders
on what to do, how to do it and when to do it.
Follow up regularly. Check in against the agreed goals and actions on a
regular basis. For example, if you’re having weekly meetings, you could
revisit the action points every three or four weeks.

8. © 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
Receiving Negative Feedback
The flip side of giving feedback is inviting and accepting feedback. When a
colleague or direct report gives you some honest feedback in return, your
reaction might surprise you! If you really believe giving constructive feedback
helps your people to improve their performance, then this is a great
opportunity to practise what you preach. So, rather than taking it personally or
getting defensive, try these steps instead:
Don’t react straight away. A little distance will help you cut through
the emotions, so take your time to reflect on what you’ve been told.
Give yourself an honest self-evaluation and ask yourself, “How could I
do this better?” Consider concrete practical examples, just as you
would when giving feedback.
Identify key learning points and actions that will help you do a better
job.
Check in regularly on your progress, both in terms of an honest self-
evaluation and asking others for feedback.

9. © 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
Where To Go From Here
If you would like to know more about KPIs and HR
effectiveness, check out my articles:
Measuring Employee Performance with 360 Degree Feedback
How to Measure HR Effectiveness
Why eNPS is a Great Way of Measuring Staff Engagement
Or browse the KPI Library to find the metrics that matter most
to you.

10. © 2017 Bernard Marr , Bernard Marr & Co. All rights reserved
© 2018 Bernard Marr, Bernard Marr & Co. All rights reserved
Bernard Marr is an internationally best-selling author, popular keynote speaker, futurist, and a
strategic business & technology advisor to governments and companies. He helps
organisations improve their business performance, use data more intelligently, and
understand the implications of new technologies such as artificial intelligence, big data,
blockchains, and the Internet of Things.
LinkedIn has ranked Bernard as one of the world’s top 5 business influencers. He is a frequent
contributor to the World Economic Forum and writes a regular column for Forbes. Every day
Bernard actively engages his 1.5 million social media followers and shares content that
reaches millions of readers.
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