How to Give Negative Performance Feedback

Subject: Employee Management
Pages: 1
Words: 288
Reading time:
2 min
Study level: College

Negative performance feedback is difficult to give, especially if it concerns a familiar person. There is no individual who likes to be embarrassed; simultaneously, people giving feedback do not tend to cause trouble to others intentionally (Choi et al., 2018). Therefore, I might hide criticism behind banal phrases as negative comments elicit strong reactions from others. For me, it seemed that people would only hear the negative, and their trust would diminish.

I have received negative feedback about the task I completed. Faced with it, I have an increased desire to protect myself and my self-esteem as the first feeling was that I felt being attacked. Negative feedback was conveyed to me in verbal form, starting with the phrase “I like your job, but…”, and then it went into a long list of everything the person did not like. It could have been conveyed better; for instance, as I received it after some time, the person should have expressed his opinion earlier in the form of suggestions.

I have never provided negative feedback to someone yet. The recommendation I consider is that it is unnecessary to hide the truth because I can offend someone. The absence of feedback can also be regarded as cruel as it deprives people of the opportunity to develop. Without the fact, they will lose personal responsibility for their actions and become powerless (Choi et al., 2018). In addition, if I keep quiet about minor issues, they can start to build up and grow into one big problem. By being honest, the person shows that he/she respects others and treats them equally. Honesty and transparency are clear signs of respect. Sometimes, unpleasant emotions are there for a reason; they get people to take action.


Choi, E., Johnson, D. A., Moon, K., & Oah, S. (2018). Effects of positive and negative feedback sequence on work performance and emotional responses. Journal of Organizational Behavior Management, 38(2-3), 97-115.