{"id":442934,"date":"2022-10-21T11:00:57","date_gmt":"2022-10-21T18:00:57","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/?p=442934"},"modified":"2024-10-28T04:08:24","modified_gmt":"2024-10-28T11:08:24","slug":"negative-feedback","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/negative-feedback\/","title":{"rendered":"Negative Feedback: What it is + Ways to Make It Positive"},"content":{"rendered":"\n<p>Giving feedback is frequently thought of as stressful, particularly if you have to provide negative feedback. The situation is made considerably worse when you know that an employee has a history of causing issues.<\/p>\n\n\n\n<p>Employees\u2019 productivity, enthusiasm, and faith in you are all influenced by how you deliver feedback. That\u2019s why leaders must learn how to give constructive criticism.<\/p>\n\n\n\n<p>Read on to learn how to develop your feedback abilities and turn constructive criticism into a win-win for everyone on your team.<\/p>\n\n\n\n\n\n<h2 class=\"wp-block-heading\">What is negative feedback?<\/h2>\n\n\n\n<p>Negative feedback is information given to an employee to highlight actions that should be changed to avoid issues or poor performance. It aims to modify <a href=\"https:\/\/www.questionpro.com\/blog\/employee-attitude\/\">employee behavior<\/a> to improve productivity and performance.<\/p>\n\n\n\n<p>For example, If an employee files a contract wrong, the management should meet with them as soon as they receive it, not days or weeks later.<\/p>\n\n\n\n<p>It is a valuable tool for boosting workplace efficiency. It can increase employee-manager connection and trust. Many employees appreciate and welcome constructive feedback from their managers, even if it makes them uncomfortable.<\/p>\n\n\n<blockquote>\n<p>Learn more about what is <a href=\"https:\/\/www.questionpro.com\/blog\/employee-trust\/\">Employee Trust<\/a> and why it\u2019s Important.<\/p>\n<\/blockquote>\n\n\n\t<div class=\"banner-section wf-section\" lang=\"\" >\n\t\t<div class=\"right-column-container\">\n\t\t\t<div class=\"bannerbg white\">\n\t\t\t\t<span class=\"h1-2\">Create memorable experiences based on real-time data, insights and advanced analysis.<\/span>\n\t\t\t\t<a href=\"#userliteForm\" data-toggle=\"modal\" class=\"button w-button\">Request Demo<\/a>\n\t\t\t<\/div>\n\t\t<\/div>\n\t<\/div>\n\t<div class=\"userlite-modal modal fade\" id=\"userliteForm\" tabindex=\"-1\" role=\"dialog\" style=\"display: none;\">\n\t\t<div class=\"modal-dialog\" role=\"document\">\n\t\t\t<div class=\"modal-content\" role=\"document\">\n\t\t\t\t<div class=\"modal-body\">\n\t\t\t\t\t<div class=\"modal-header\">\n\t\t\t\t\t\t<button type=\"button\" class=\"close\" data-dismiss=\"modal\" aria-label=\"Close\">\n\t\t\t\t\t\t\t<i class=\"material-icons\">close<\/i>\n\t\t\t\t\t\t<\/button>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"contact-us-form-wrapper contact-box\">\n\t\t\t\t\t\t<div class=\"userlite-form-wrapper\">\n\t\t\t\t\t\t\t<iframe src=\"https:\/\/www.questionpro.com\/userlite-form-blog-en.html?product=CX&amp;referralurl=https:\/\/www.questionpro.com\/blog\/wp-json\/wp\/v2\/posts\/442934&amp;lang=en&amp;cat=cx-2\" style=\"display: block;\" ><\/iframe>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"demo-form-wrapper success-message-div\" style=\"display:none\">\n\t\t\t\t\t\t\t<p class=\"success-message-para\"><\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t<\/div>\n\t<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Importance of providing negative feedback<\/h2>\n\n\n\n<p>There are several reasons why it\u2019s helpful to provide negative feedback. The following is a list of some of the primary reasons why this is the case:<\/p>\n\n\n\n<ul>\n<li>It leads to improved performance from employees.<\/li>\n\n\n\n<li>It facilitates growth in managerial leadership abilities.<\/li>\n\n\n\n<li>Ensures that employees are aware of their manager or the organization\u2019s expectations of them.<\/li>\n\n\n\n<li>Assists workers in experiencing a sense of being supported and cared about while they are on the job.<\/li>\n\n\n\n<li>Employees are allowed to ask questions for clarification.<\/li>\n\n\n\n<li>Enhances the capacity of workers to carry out their work responsibilities.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Definition of positive feedback loop and negative feedback loop<\/h2>\n\n\n\n<p>Let&#8217;s explore the concepts of positive feedback loop and negative feedback loop, which are important to understanding how systems function and adapt. These mechanisms shed light on how processes either amplify or stabilize in response to change:<\/p>\n\n\n\n<ul>\n<li><h3>Positive feedback loop<\/h3><h3><\/h3><\/li>\n<\/ul>\n\n\n\n<p>A positive feedback loop refers to a self-amplifying process in a system where the effects of an initial change are enhanced over time, leading to exponential growth or reinforcement of the original change.&nbsp;<\/p>\n\n\n\n<p>The output reinforces the input in this positive feedback mechanism, resulting in a continuous and escalating cycle. Positive feedback loops can drive systems towards extreme states or outcomes. They contrast with negative feedback loops, which act to stabilize or regulate a system.<\/p>\n\n\n\n<ul>\n<li><h3>Negative feedback loop<\/h3><h3><\/h3><\/li>\n<\/ul>\n\n\n\n<p>A negative feedback loop, also known as a negative feedback mechanism, is a regulatory process within a negative feedback system where the effects of an initial change are counteracted by subsequent changes, resulting in stabilization and equilibrium.&nbsp;<\/p>\n\n\n\n<p>This type of feedback mechanism involves the system sensing a deviation from a set point and activating processes that reduce or reverse that deviation. Negative feedback loops are fundamental for maintaining homeostasis and stability in various natural and artificial systems.&nbsp;<\/p>\n\n\n\n<p>They serve as a negative feedback control mechanism, minimizing deviations from desired states.<\/p>\n\n\n\n<p>A positive feedback loop reinforces change and can lead to amplified effects, while a negative feedback loop counteracts change and promotes stability through self-regulation. Understanding both positive and negative feedback mechanisms is crucial for comprehending the behavior and dynamics of complex systems across various domains.<\/p>\n\n\n<blockquote>\n<p>Learn about <a href=\"https:\/\/www.questionpro.com\/blog\/feedback-loop\/\">Feedback Loop<\/a> and how it functions within organizations!<\/p>\n<\/blockquote>\n\n\n<h2 class=\"wp-block-heading\">Ways to make negative feedback positive<\/h2>\n\n\n\n<p>Giving positive feedback is easy, but giving negative feedback is harder. Employees aren\u2019t receptive to it if it is not done properly. Here are ways to give negative feedback to employees:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Don\u2019t Deliver Negative Feedback Harshly<\/h3>\n\n\n\n<p>Give feedback with care and respect. If given too frequently and without feeling, the recipient will go into defensive mode and may lose trust, confidence, and enthusiasm.<\/p>\n\n\n\n<p>To avoid harsh delivery:<\/p>\n\n\n\n<ul>\n<li>Use calm language.<\/li>\n\n\n\n<li>Focus on observations, not judgments.<\/li>\n\n\n\n<li>Look for ways to solve issues together, not just point out mistakes.<\/li>\n\n\n\n<li>Replace \u201c<strong>always<\/strong>\u201d or \u201c<strong>never<\/strong>\u201d with more neutral language like \u201c<strong>sometimes<\/strong>\u201d or \u201c<strong>recently<\/strong>\u201d.<\/li>\n<\/ul>\n\n\n\n<p>For example, instead of saying, \u201c<em>Your work is always late and never accurate<\/em>\u201d, say: \u201c<em>I\u2019ve noticed some delays and inaccuracies lately; let\u2019s look at how we can fix these<\/em>\u201d.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.questionpro.com\/blog\/wp-content\/uploads\/2024\/10\/ways-to-make-negative-feedback-positive1.jpg\" alt=\"ways-to-make-negative-feedback-positive1\"\/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Maintain Emotional Stability<\/h3>\n\n\n\n<p>Before giving negative feedback, calm down. When angry, furious, or negative, it\u2019s hard to give useful feedback.<\/p>\n\n\n\n<p>To stay calm when giving feedback:<\/p>\n\n\n\n<ul>\n<li>Take a moment to assess your feelings and approach calmly.<\/li>\n\n\n\n<li>Schedule feedback sessions after breaks or at quiet times of the day.<\/li>\n\n\n\n<li>Take a few deep breaths before the conversation to keep your emotions in check.<\/li>\n\n\n\n<li>Focus on the goal and imagine how you\u2019d feel in their shoes to add a layer of empathy.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Give Behavior-based, Not Person-based Feedback<\/h3>\n\n\n\n<p>It\u2019s better to focus on the desired change in behavior, not the person. Here are ways to focus on behaviors, not personal attributes, when giving feedback:<\/p>\n\n\n\n<ul>\n<li><strong>Describe the Action, Not the Person:<\/strong> Instead of saying, \u201c<em>You\u2019re always late<\/em>\u201d, say, \u201c<em>I\u2019ve noticed delays in recent project submissions<\/em>\u201d.<\/li>\n\n\n\n<li><strong>Use Objective Language: <\/strong>Keep language neutral and fact-based, such as \u201c<em>The report was missing some sections<\/em>\u201d instead of \u201c<em>You didn\u2019t complete the report<\/em>\u201d.<\/li>\n\n\n\n<li><strong>Highlight the Impact: <\/strong>Explain the impact of the behavior on the team or project, such as \u201c<em>When reports are late, it affects the team\u2019s planning<\/em>\u201d.<\/li>\n\n\n\n<li><strong>Suggest Solutions Together:<\/strong> Invite collaboration by saying, \u201c<em>Let\u2019s brainstorm ways to improve time management<\/em>\u201d instead of assuming the employee knows what to do next.<\/li>\n\n\n\n<li><strong>Separate Behavior from Identity:<\/strong> Use language like \u201c<em>This specific task could use more attention to detail<\/em>\u201d instead of generalizing with \u201c<em>You\u2019re not detail-oriented<\/em>\u201d.<\/li>\n\n\n\n<li><strong>Acknowledge Positive Behaviors: <\/strong>Balance the feedback by mentioning where they excel, e.g., \u201c<em>Your client follow-up is great; let\u2019s get that level of consistency in documentation<\/em>\u201d.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Deliver Privately<\/h3>\n\n\n\n<p>Never give negative feedback in front of colleagues. The employee will feel embarrassed and restricted by the feedback. Meet the person in your office or a meeting room. Doing so will show the employee respect and get them to be more open to your feedback.<\/p>\n\n\n\n<p>To deliver feedback privately, you can:<\/p>\n\n\n\n<ul>\n<li>Schedule the feedback in a closed office or meeting room.<\/li>\n\n\n\n<li>Set a specific time rather than surprising the employee so they can prepare mentally.<\/li>\n\n\n\n<li>Be confidential.<\/li>\n\n\n\n<li>Start with an invitation for the employee to share their perspective first.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.questionpro.com\/blog\/wp-content\/uploads\/2024\/10\/ways-to-make-negative-feedback-positive2.jpg\" alt=\"ways-to-make-negative-feedback-positive2\"\/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Avoid Trivial Remarks<\/h3>\n\n\n\n<p>Sometimes, leaders or managers start the conversation with negative feedback, trivial comments, or unjustified praise.<\/p>\n\n\n\n<p>When giving constructive feedback, keep your focus on the facts and try to be as honest, practical, and open as possible. The employee will respond in kind. You can:<\/p>\n\n\n\n<ul>\n<li>Skip unnecessary praise before critical feedback; it feels forced.<\/li>\n\n\n\n<li>Get to the point without small talk.<\/li>\n\n\n\n<li>Be direct with feedback and respectful.<\/li>\n\n\n\n<li>Avoid vague language; say exactly what needs to change.<\/li>\n\n\n\n<li>Skip the \u201c<strong>sandwich<\/strong>\u201d approach; rather than softening the message, ensure clear and actionable feedback.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Don\u2019t Freak Out<\/h3>\n\n\n\n<p>Giving negative feedback can be hard if the issue is big or the employee is defensive.<\/p>\n\n\n\n<p>Here are some tips to stay calm when giving feedback:<\/p>\n\n\n\n<ul>\n<li>Keep your voice calm even if they get defensive.<\/li>\n\n\n\n<li>Manage your body language, no crossed arms, no pointing, and make eye contact to show respect.<\/li>\n\n\n\n<li>Outline the key points beforehand so you don\u2019t get sidetracked by emotions.<\/li>\n\n\n\n<li>Let them talk and respond thoughtfully, which can help diffuse the tension.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Let Employee Respond<\/h3>\n\n\n\n<p>Give feedback in a conversation. Once you\u2019ve covered the behavior and what needs to change, let the employee respond and ask questions. This shows you value their time and opinion.<\/p>\n\n\n\n<p>Here\u2019s how to get the employee to talk during a feedback conversation:<\/p>\n\n\n\n<ul>\n<li><strong>Pause and Prompt:<\/strong> After you\u2019ve given your feedback, pause and say, \u201cWhat are your thoughts on this?\u201d<\/li>\n\n\n\n<li><strong>Ask Open-Ended Questions:<\/strong> Use questions like \u201c<em>How do you feel about that?<\/em>\u201d or \u201c<em>Do you see any issues with those suggestions?<\/em>\u201d<\/li>\n\n\n\n<li><strong>Encourage Reflection: <\/strong>Say, \u201c<em>Take a moment and think about it, and let\u2019s talk about any insights or concerns you have<\/em>\u201d.<\/li>\n\n\n\n<li><strong>Invite Suggestions: <\/strong>Prompt with \u201c<em>What do you think would help with this?<\/em>\u201d<\/li>\n\n\n\n<li><strong>Acknowledge Concerns: <\/strong>If they bring up concerns, say \u201c<em>I appreciate you bringing that up; let\u2019s figure out how we can work around that<\/em>\u201d.<\/li>\n\n\n\n<li><strong>Be Receptive: <\/strong>Say, \u201c<em>I\u2019m here to help, so let me know how I can help with this<\/em>\u201d.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Provide Negative Feedback in Real Time<\/h3>\n\n\n\n<p>The timing of negative feedback is critical. Give feedback as soon as the desired behavior happens so the employee can act quickly.<\/p>\n\n\n\n<p>You can:<\/p>\n\n\n\n<ul>\n<li>Have a weekly or bi-weekly feedback schedule to address small issues as they come up.<\/li>\n\n\n\n<li>Address specific actions or outcomes from recent work.<\/li>\n\n\n\n<li>Give feedback asap.<\/li>\n\n\n\n<li>If you can\u2019t meet in person, immediately send a quick note or schedule a virtual meeting to address the issue directly.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.questionpro.com\/blog\/wp-content\/uploads\/2024\/10\/ways-to-make-negative-feedback-positive3.jpg\" alt=\"ways-to-make-negative-feedback-positive3\"\/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Be Specific<\/h3>\n\n\n\n<p>You should provide timely and precise comments. Instead of saying, \u201cYou did the form wrong,\u201d explain what they did wrong and how to fix it.<\/p>\n\n\n\n<p>To be clear and specific, you can:<\/p>\n\n\n\n<ul>\n<li>Specify what needs to change.<\/li>\n\n\n\n<li>Explain how it ties to team or company goals.<\/li>\n\n\n\n<li>Use examples if they help clarify expectations.<\/li>\n\n\n\n<li>Give action steps like reviewing last quarter\u2019s data and updating accordingly.<\/li>\n\n\n\n<li>Explain how addressing the feedback will contribute to overall success.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Make An Action Plan<\/h3>\n\n\n\n<p>Create a note or action plan after you\u2019ve explained the issue. Set employee performance targets and deadlines. You can check in weekly or monthly.<\/p>\n\n\n\n<p>Here\u2019s what to do after you\u2019ve discussed an issue:<\/p>\n\n\n\n<ul>\n<li>Work with the employee to outline the plan.<\/li>\n\n\n\n<li>Define clear and achievable objectives.<\/li>\n\n\n\n<li>Set realistic deadlines for each goal to create a sense of urgency.<\/li>\n\n\n\n<li>Schedule regular check-ins to review progress.<\/li>\n\n\n\n<li>Discuss any additional resources, training, or support the employee may need.<\/li>\n\n\n\n<li>Write down the action plan and share it with the employee for clarity and accountability.<\/li>\n\n\n\n<li>Let the employee input into the plan to get them to own and commit.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Plan When to Follow Up<\/h3>\n\n\n\n<p>Schedule a date and time to follow up with the employee and review the note or action plan. It is key to regularly check in and give positive feedback on progress.<\/p>\n\n\n\n<p>Here\u2019s how to follow up after feedback:<\/p>\n\n\n\n<ul>\n<li>Set up specific dates for follow-up meetings in advance to hold accountability.<\/li>\n\n\n\n<li>Use these meetings to review the employee\u2019s progress on the action plan and any issues they face.<\/li>\n\n\n\n<li>Recognize and praise any positive changes or successes to motivate the employee.<\/li>\n\n\n\n<li>Offer support and resources if the employee is struggling or needs help.<\/li>\n\n\n\n<li>Create space for the employee to ask questions or share concerns about their progress.<\/li>\n\n\n\n<li>Be flexible and willing to adjust goals or approaches based on the employee\u2019s feedback and progress.<\/li>\n\n\n\n<li>Keep notes on each check-in to track improvements and areas needing further attention.<\/li>\n<\/ul>\n\n\n<blockquote>\n<p>Learn about <a href=\"https:\/\/www.questionpro.com\/feedback-software\/feedback-management-software.html\">Feedback Management Software<\/a>. Build and deploy smart surveys and collect feedback to drive performance.<\/p>\n<\/blockquote>\n\n\n<h2 class=\"wp-block-heading\">Examples to Provide Negative Feedback Positively<\/h2>\n\n\n\n<p>Practice, experience, and observation are crucial for doing anything well. It can be challenging to provide feedback in a suitable and sophisticated manner. The examples below could serve as a place to start:<\/p>\n\n\n\n<ol>\n<li><strong>Remarks:<\/strong> You keep missing deadlines, which is affecting the project and the rest of the team.<br><strong>Positive alternatives:<\/strong> I\u2019ve seen that you struggle with time management. Is there anything you need from me to help?<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\">\n<li><strong>Remarks: <\/strong>Your goal wasn\u2019t fulfilled. It concerns me that it will affect the team\u2019s performance.<br><strong>Positive alternatives: <\/strong>I know how hard you have worked even though you haven\u2019t reached your goals. Do you have any roadblocks that I can help you with?<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\">\n<li><strong>Remarks: <\/strong>Your late-night emails to the team have troubled me because you don\u2019t seem to be in charge of your work.<br><strong>Positive alternatives:<\/strong> I\u2019m concerned about your work-life balance because I\u2019ve seen your late-night emails to the staff. Can you go into more detail so we can better understand your workload?<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\">\n<li><strong>Remarks: <\/strong>You\u2019ve taken on the new responsibilities but don\u2019t appear to be managing them well.<br><strong>Positive alternatives:<\/strong> Congrats on your new position. There must be difficulties. Can we talk about any possible training and support?<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\">\n<li><strong>Remarks: <\/strong>In the meeting yesterday, you were irritated, which made making a decision quite difficult.<br><strong>Positive alternatives: <\/strong>In yesterday\u2019s meeting, I observed that you seemed upset. Could you please let me know how things are going?<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p>Giving feedback is a necessary part of people management. However, it can be challenging. The person you are giving feedback to will recognize your sincerity when you are committed to employee development. Use the ways outlined in this blog to provide negative feedback positively.<\/p>\n\n\n\n<p>Carefully handle negative reviews. Explore ways, learn from examples, and give feedback for progress. The provider should realize the activity\u2019s objective and motivation. They must also evaluate personal and contextual situations and know what information they lack.<\/p>\n\n\n\n<p>Discover how to improve your company by regularly collecting feedback from your workforce with the help of QuestionPro. The QuestionPro Workforce will assist you in determining your capacity to offer negative feedback. You can survey your employees to learn what they think about this.<\/p>\n\n\n\n<p><\/p><p style=\"text-align: center;\"><a href=\"https:\/\/www.questionpro.com\/workforce\/book-a-demo\/?sourceRef=blog\" target=\"_blank\" rel=\"noopener\"><button>BOOK A DEMO<\/button><\/a>&nbsp; &nbsp; &nbsp; &nbsp;<a href=\"https:\/\/www.questionpro.com\/workforce\/\" rel=\"noopener\"><button>LEARN MORE<\/button><\/a><\/p><p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently Asked Questions (FAQ)<\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1693301471596\"><strong class=\"schema-faq-question\">Q1. <strong>What is negative feedback?<\/strong><\/strong> <p class=\"schema-faq-answer\">Negative feedback is constructive criticism or evaluative input provided to help improve performance or outcomes.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1693301585935\"><strong class=\"schema-faq-question\">Q2. <strong>How does negative feedback contribute to personal development?<\/strong><\/strong> <p class=\"schema-faq-answer\">Negative feedback highlights weaknesses and allows individuals to work on enhancing their skills.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1693301704672\"><strong class=\"schema-faq-question\">Q3. <strong>What are some ways to receive negative feedback positively?<\/strong><\/strong> <p class=\"schema-faq-answer\">Approach negative feedback with an open mind, view it as an opportunity to learn and avoid becoming defensive.<\/p> <\/div> <\/div>\n","protected":false},"excerpt":{"rendered":"<p>Giving feedback is frequently thought of as stressful, particularly if you have to provide negative feedback. The situation is made [&hellip;]<\/p>\n","protected":false},"author":51,"featured_media":442935,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[170],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Negative Feedback: What it is + Ways to Make It Positive<\/title>\n<meta name=\"description\" content=\"Feedback is a key factor in performance and a north star for how well a leader is doing. 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