Helpful Feedback or Harmful Criticism? Here’s the Difference.
by Alexa Le
One of the most common themes in our society is the desire for self-improvement in various aspects of our lives. We always want to be a better version of who we were yesterday, and this goal is no different in the workplace. However, problems often arise when you are a leader in your workplace and must help others improve themselves and their work for a more productive environment. Feedback and criticism are two ways of achieving this, and one can often be misconstrued for the other. But what’s the difference, and which one should you employ in order to fulfill your duty as a leader?
Let’s start out by noting the main difference between the two: while the purpose of helpful feedback is to improve the person receiving the feedback, harmful criticism only focuses on their flaws and attempts to bring them down. In fact, according to Merriam-Webster, criticism is defined as “the act of expressing disapproval and of noting the problems or faults of a person or thing : the act of criticizing someone or something” (1). In contrast, feedback is “the transmission of evaluative or corrective information about an action, event, or process to the original or controlling source” (2). The difference between the inherent meanings of these two words is obvious. Positive feedback can be used as the first move towards improvement, but criticism can discourage others from this improvement. This distinction is more important than ever for a leader, for it is a leader’s responsibility to deliver constructive and positive feedback that serves to build up others around them, rather than tearing them down.
Helping to better another should never include what is purposely intended to be malicious, as a recent study from 2020 reports that positive feedback did seem to play a role in boosting the self-efficiency of the subjects. They noted that they “found an indirect effect of feedback via self-efficacy on performance quantity and quality, as well as on flow experience” (3), emphasizing how people respond better to positive feedback. By imparting advice that is meant to inform and better others, leaders can help others such as their employees become more productive, focused, and accomplished.
However, let’s not also forget that leaders should also be able to take their own positive feedback. Part of being a leader is listening to others, as leadership is never a solitary occupation and should always include endeavors to listen to those that they surround themselves with. By taking the time to receive that positive feedback (not harmful criticism!), leaders can similarly improve themselves as well. After all, leaders do set the tone for others, especially when it comes to actions regarding improvement.
It is important to note that feedback should never be used as an attack on another person, and any sort of advice should come from a place of genuine desire to see another improve. With specific, encouraging feedback that strives to build up others, leaders can cultivate a new group of the thriving leaders of tomorrow.