Here’s a blog post about the dangers of non-specific feedback. The blogger references the work of psychologist Carol Dweck who I also quote in my book ‘The Brain-Based Boss’ on the subject of fixed versus growth mindsets. Here’s an excerpt:
The work of psychologist Carol Dweck is germane here. What she’s found is that, when children are praised in abstract–”You’re so smart” or “You’re so creative”–rather than concretely about how they improved their performance–”You put in an enormous amount of work, and it paid off”–the feedback is diminished. How come? Because the child takes from the teacher or parent the idea that she is innately smart or creative, and that she doesn’t need to work at it–so she doesn’t.
On the other hand, very specific feedback–especially about something an individual can control–can work wonders.
Quite rightly, the blogger points out that general statements such as ‘Good job’ might make you feel better and make you think that you’re dishing out some positive feedback but it needs to be more than merely positive to be useful and conducive to enhanced productivity. That phrase would need to:
- be said at the time the specific action warranting praise occurred or as immediately afterwards as possible.
- be said to the specific individual performing and controlling the praiseworthy action that you’d like to see more of.
- contain a few more details and expectations than 2 words of generality (what exactly was the bit that was good?)
- some connection to a greater goal, the wider team or higher purpose.
So, here’s some specific feedback to several new Twitter followers I’ve gotten recently – If you’ve only got 17 Twitter followers yourself, best not describe yourself as a ‘social media guru.’