Feedback types vs. feedback styles
Feedback types describe what you’re telling an employee and why. Feedback styles refer to how you deliver that information. Most feedback falls into two style categories: formal and informal. For example, you might give constructive feedback (type) during an informal, one-on-one conversation (style).
Related: Giving Feedback to Team Members: Three Schools of Thought
6 types of feedback for employees
Categorizing feedback into types can help you strategically approach employee development. When you understand the purpose of each type, it’s easier to choose the one that suits your needs and goals.
1. Positive feedback
Positive feedback lets employees know what they’re doing right. By recognizing and praising desirable behaviors, traits and accomplishments, you can communicate what you want to see more of. At the same time, you create a supportive and encouraging environment that gives workers the confidence to grow.
This feedback type is powerful and appropriate in many situations. It’s equally effective when applied to large and small accomplishments—you can praise the quality of an employee’s work on a project, their professional customer service or their mastery of a coding language. As long as it’s authentic, positive reinforcement tends to make the recipient feel good about their job performance.
2. Evaluation feedback
Evaluation feedback provides structured, detailed input about an employee’s progress. It’s typically formal and conducted on a set schedule. A performance review is a good example of this feedback type.
Before evaluating employees, establish a set of objectives, metrics or benchmarks. Some might be unique to the person. These usually relate to individual career or skill-development goals. Others may be standard for everyone in the company.
Employees should leave an evaluation with a clear understanding of their performance and an action plan for the next period. You can suggest areas for improvement and work together to set achievable goals.
3. Coaching feedback
When giving coaching feedback, you provide guidance to help refine their career roadmap and professional development plan. These sessions are employee-led—your responsibility is to listen and ask questions that help the worker come up with their own feedback.
Sample questions could include:
- What are you enjoying?
- What challenges have you noticed?
- Is there anything you would change?
- What do you want moving forward?
Once the employee has engaged in self-reflection, you can offer useful insights and suggestions. This process can be applied to various situations, including career planning, skill development and workplace challenges. Over time, these discussions can encourage employees to take control of their performance and professional progress.
4. Appreciation feedback
Appreciation involves recognizing and expressing gratitude for an employee’s work and contributions. This feedback type works well when it’s specific to the individual. It can be as simple as saying, “I really appreciate your positive attitude—it has a big impact on team morale.”
There are many ways to give appreciation feedback:
- Thank an employee for going the extra mile to get a project over the line.
- Compliment a team member’s client negotiations during a team meeting.
- Mention an employee ‘s hard work in a performance review.
Gallup research finds that recognition is most memorable when it comes from a manager or CEO. When company leaders show appreciation, employees often feel seen and valued. These positive feelings can increase satisfaction, boost performance and reduce turnover.
5. Constructive feedback
Constructive feedback helps an employee identify areas of improvement and how to better their skillset. Although you’re delivering criticism, you do so in a way that’s both supportive and encouraging.
The way you deliver constructive feedback depends on the person and the context. Some workers may understand the issue quickly and come up with a solution. Others may need guidance.
Honest observations help employees assess their performance, and practical suggestions can help direct their efforts.
6. Forward feedback
This type of feedback, also called “feedforward,” focuses on future actions and solutions instead of past performance. It’s a subtle shift—the main talking points remain the same, but it helps employees think about opportunities instead of weaknesses.
In a traditional feedback session, you might say, “Your marketing campaigns have seen a 25% drop in ROI in the past three months.” A more forward-looking approach would be, “Let’s talk about ways you can increase the reach and conversions of marketing campaigns in the next quarter.”
Choosing the right types of feedback
The right feedback type varies by situation. Serious performance issues might require careful coaching. If you want to reinforce a small positive behavior, casual positive feedback may be the best option.
You might factor in employees’ personalities and abilities, and how they prefer to receive feedback. For example, some employees may thrive on public recognition and verbal feedback, while others might prefer a thank you note and written feedback.
As you consider the type of feedback to choose, take into account the employee’s:
- Job-specific expectations
- History of feedback
- Past reactions to criticism
- Level of confidence at work
As you establish a culture of feedback, pay attention to employees’ responses. When in doubt, consider asking what kind of input each person prefers.
Related: Giving Feedback to Employees: A Manager’s Guide
FAQs about feedback types
What is the most common type of feedback?
Positive feedback is common at work. Employers often use praise and recognition to build employees’ confidence and create a pleasant working environment. Since this type of feedback can be casual and quick, you can provide it easily and without a great deal of planning.
What are the three pillars of feedback?
The three pillars of successful feedback include timing, individual needs and setting. If you can strike the right balance of these three factors, the employee is more likely to be receptive. Timing is particularly important—feedback is most powerful when it’s given as close as possible to the action in question.
Should you give negative feedback at work?
You can give negative feedback at work, but be aware feedback is most effective when it’s honest, kind and constructive.
What are the levels of feedback?
The levels of feedback are task, process and self-regulation. These levels, which John Hattie and Helen Timperley defined, refer to how the message is focused. You could center your comments on a specific task, the processes employees use in their job or the way they regulate their actions.
