It’s time we changed the way we talk about feedback.
In workplaces across Victoria, I hear leaders talk about offering positive or negative feedback, as if feedback only fits into two tidy boxes. But here’s the truth:
Feedback isn’t about being nice or critical. It’s about being useful.
Let me explain.
Imagine you receive clumsy, awkward feedback from someone you don’t particularly like. It’s delivered poorly, and your first reaction is irritation. You label it ‘negative’.
But what if you pause, reflect, and decide to act on what they said?
And what if doing that brings instant results? Suddenly, your outlook shifts.
Was that feedback negative—or was it useful?
Now flip it.
You’re offered beautifully phrased feedback from someone you deeply respect. You feel good in the moment and label it ‘positive’. But when you try to apply it, it doesn’t work. It’s vague. It misses your context. You feel stuck.
Was that feedback positive—or was it… not useful?
Here’s the mindset shift:
Useful or not useful
Actionable or not actionable
Effective or ineffective
That’s what matters when it comes to feedback.
When leaders stop judging feedback as good or bad, they create more open, honest conversations. They invite people to engage with what’s relevant, not just comfortable.