A while ago, I wrote about seeking feedback consciously . But there is one very important aspect about this exercise that one should keep in mind: to differentiate between feedback and criticism. This distinction becomes all the more pertinent because feedback helps, while criticism does not. More importantly, it is very easy to dismiss feedback as criticism.
The main reason anyone might mistake feedback as criticism or vice-versa is because he/she does not know how to differentiate between the two. Before I explain some of the important factors that tell one apart from the other, let me elaborate on why this confusion occurs.
Confounding reason
By and large, students tend to face criticism. They are often told that they do not work hard, or that they get easily distracted. More importantly, there is invariably a comparison with another student, who is considered better based on certain criteria — usually academic excellence.
Years of facing such comments, creates a mindset where any feedback tends to be seen as criticism and therefore, ignored. In a professional environment, however, this attitude can become an issue, since a person who does not act upon feedback is seen as being ‘indifferent’.
Key differentiators
So how do you tell these two terms apart? Here are some key aspects which differentiate feedback from criticism.
~ Feedback includes course correction or positive action point: Anyone giving feedback would, or rather should, include action points for course correction and improvement. If the comments are only about the wrongdoings and there are no constructive aspects to the comments, it is criticism, and not feedback.
For example, a supervisor talking about the sales performance of a team member should share ideas and points about improving the performance of that employee. If he/she remains fixated only on the failings, it is criticism and will not help.
~ Feedback does not attack a person’s self-esteem : Since the objective of feedback is to bring about a positive change, the communication should focus more on the tasks and aspects of improvement, rather than being directed at the individual at a personal level.
~ Feedback is about improvement and advancement : Feedback should use the wrongdoing as a reference point to communicate and emphasise the expected change. However, if the wrongdoing becomes the focus of the communication, it turns to criticism.
~ Feedback is objective : One of the most important differences is that feedback is objective whereas criticism is emotional. While criticising, the focus of communication is emotions, like anger or frustration. Feedback, on the other hand, is objective, and to some extent, even dispassionate.
It is important to know these aspects and be able to differentiate between them. Only then can you ask for feedback, especially if what you are hearing is largely criticism. More importantly, as a manager, you should learn to give feedback, instead of criticising.