Strategic 360s

Making feedback matter

Here is Some Unfavorable Feedback

with one comment

My associates and I (Omeniho, Bracken, Mendelson, & Kuchinka, 2019) are presenting a poster at the Annual Conference of the Society for Industrial and Organization Psychology (SIOP) on April 6 based upon Chioma’s recently completed dissertation.  At the same time, Buckingham and Goodall (2019) have published an article in Harvard Business Review (cover topic, no less) on the perils of negative/unfavorable feedback.  With no real data to support their case.  Must be nice.

In contrast, our paper/poster reinforces the value of feedback, both Favorable AND Unfavorable from BOTH supervisors and coworkers using work engagement as the outcome measure.

I offer an addendum to another benefit to collecting balanced feedback on all organizational leaders, i.e., to identify those who are not behaving in concert with organizational values and creating a toxic environment where inappropriate behaviors are being tolerated and, thereby, reinforced.

Reference: Buckingham M. & Goodall, A. (2019).  The feedback fallacy. Harvard Business Review, March-April..

Omeniho et al 2019

One Response

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  1. Thanks for elevating this discussion David and colleagues. The debate around feedback has become ideological and its encouraging to see research as a foundation for resolving differences. My personal view is that feedback is an essential part of performance improvement which needs to be delivered with kindness.

    Chris Morgan

    March 27, 2019 at 11:15 am


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