“Feedback is the breakfast of champions.”
Ken Blanchard
Feedback seems to be pretty important at work–particularly from one’s boss.
What do you think leads to the most disengagement in talent?
1. Little or no feedback
2. Negative feedback
3. Positive feedback
Positive and Negative Feedback
Recent research suggests that feeling emotional hurt, being given critical feedback from your boss, having your ideas rejected by other respected colleagues, being made fun of, or being verbally abused all seem to have the same negative impact on our health.
It seems that emotional pain and physical pain both follow the same neuro pathways in our brain and can both lead to the same outcomes of depression, immune suppression and fatigue. In a nifty study by Naomi Eisenberger and colleagues at UCLA, she was able to use the latest technology to peer into the inner workings of our brain called functional magnetic resonance (fMRI) while a team was involved in a social exercise designed to provoke feelings of social isolation and rejection.
She studied what part of the brain was activated while a group of subjects played a computer game with other individuals they did not know. She created two possibilities of being rejected–either actively or passively (she told them they could not continue because of some technical problems). Comparison of fMRI brain activity in the active exclusion group versus inclusion conditions revealed greater activity in the part of the brain that is associated with physical pain (anterior cingulate cortex). Additionally, the subjects who were rejected also reported feeling psychological distress based on self-report measures ((Eisenberger, N., Lieberman, M. and Williams, K. (2003). Does rejection hurt? An fMRI study of social exclusion. Science, 302, 290-292)).
Four additional studies show that recall of past socially painful situations elicits greater pain than reliving a past physically painful event and has greater negative impact on cognitively demanding tasks ((Chen, Z., Williams, K., Fitness, J. & Newton, N. (2008). When hurt will not heal. Psychological Science, 19, 789-795)).
So, we know pretty convincingly that negative feedback certainly can be not only harmful to your health but likely to be highly disengaging due to the “sting” we feel whether we consciously associate it with physical pain. And, some evidence also supports the idea that being socially rejected is equally damaging to us.
No Feedback and Engagement
Gallup organization asked a random sample of 1,003 employees in the U.S how much they agreed with two statements: 1) My supervisor focuses on my strengths/positive characteristics and 2) My supervisor focuses on my weaknesses or negative characteristics. They were also asked whether they were engaged, not engaged or actively disengaged with their work and jobs.
Employees who did not agree with either statement were characterized as “ignored” in their analyses.
The findings suggest that no feedback might actually do more harm than negative or positive feedback.
Positive Feedback
In the group that reported their bosses gave them positive feedback in the form of focusing on what they did well (i.e., their strengths), only 1% were actively disengaged and 61% reported being fully engaged.
Negative Feedback
In the group that reported that their bosses tended to focus on the negative and provide ongoing critical feedback to them, 22% reported being actively disengaged and 45% reported being engaged.
No Feedback
In the group that reported being largely ignored by their bosses (no positive or negative feedback), 40% reported being actively disengaged and only 2% reported being engaged.
Interestingly, the most disengaged group of employees reported to bosses who seemed to ignore them and provide little or not feedback at all.
The findings of these studies are not surprising in suggesting the intuitive power of defining and leveraging the strengths of talent nor in warming us about the obvious dangers of negative feedback as causing social stress and perceptions of bullying at work.
It would appear that in the case of feedback, less is more is actually not recommended and might have the most negative impact of all…..So, go and find that high potential talent today in your organization and tell them something positive above all and at least something constructive so they can continue to really shine….Be well….
Ken Nowack
Kenneth Nowack, Ph.D. is a licensed psychologist (PSY13758) and President & Chief Research Officer/Co-Founder of Envisia Learning, is a member of the Consortium for Research on Emotional Intelligence in Organizations. Ken also serves as the Associate Editor of Consulting Psychology Journal: Practice and Research. His recent book Clueless: Coaching People Who Just Don’t Get It is available for free for a limited time by signing up for free blog updates (Learn more at our website)
