Business feedback is an amazing professional development tool. In a structured, transparent and assertive way, it is possible to actively help in the evolution of employees, whether leaders, managers or specialists in the area.

In practice, feedback can be a watershed for some professionals. If done well, the analysis of professional performance will be an important fuel for the employee. But, when neglected, it can be the trigger for the termination of the relationship.

Knowing this, we have prepared content to show what business feedback is, the best practices for doing it, and 4 types you need to know to avoid errors in the process. Good reading!

After all, what is feedback?

Feedback is a management tool to enhance a professional’s skills. Whether to show strengths or, in the same way, to show possibilities for improvement, business feedback is essential in the development of managers, leaders and other employees.

However, it can also be a big headache for an organization. If it is performed in an unstructured way, the feedback can cause a repulsive effect on the professional and, therefore, compromise his/her continuity in the company.

So, in order not to make mistakes and/or injustices at this stage, we have separated 4 types of existing feedback. Remember that as important as the regularity of application is the quality of return that the company offers to the professional.

So, let’s check it out next. Keep reading!

4 types of business feedback

Before we approach the 4 types of business feedback, we need to reinforce that this technique needs to be applied in a regular and structured way. This will help in the professional development process, as knowledge about the positive and negative points will act as a compass for the employee.

That said, let’s understand what types of feedback you can apply:

1. Positive feedback

The main characteristic of positive business feedback is to reinforce an employee’s beneficial action or behavior. This is important for the professional to maintain his/her point of prominence and, thus, continue to evolve professionally.

If we want an employee to remain proactive, for example, we can highlight this in their feedback. With the positive point mentioned, the professional — possibly — will have extra fuel to keep the situation going.

Therefore, sincere and transparent praise is highly recommended in the feedback process. Make good use of them!

2. Corrective feedback

Corrective feedback is the opposite of positive, as it aims to correct a situation or reverse a point of deficiency. It is a way to develop the employee in a professional and, mainly, efficient way.

And that type is just as important as positive feedback. Therefore, it should not be treated as a means of punishing the employee for some bad behavior. In fact, it is necessary to make clear that the correction is intended to cause an evolution and not a professional demotivation.

3. Insignificant feedback

In the same way that there are positive and corrective feedbacks, there are also neutral feedbacks, which, in practice, do not help the parties involved in the process. This type of feedback is known as insignificant and should be removed from your company.

When we neglect the feedback process and do not help the professional to evolve, we are causing damage — often irreparable — in the relationship between employee and company.

Therefore, if the proposal is to offer a sincere conversation that allows for professional evolution, it needs to be delivered in the best possible way. So, if praise is needed, do so, and if it’s necessary to correct, make that point very clear.

But never take insignificant feedback — and one that adds absolutely nothing — to the professional.

4. Offensive feedback

Finally, in our list of 4 types of business feedback, we have offensive feedback, which is the worst way to communicate a person about their points of improvement.

This happens because of the way that offensive feedback happens, pointing out mistakes that devalue and disqualify the professional, in addition to showing no respect in the relationship between people.

In this way, offensive feedback—as well as insignificant feedback—should be completely avoided in day-to-day business. And this emphasis is important for many managers and leaders — still — to make use of the practice in their daily activities.

How to give good feedback (sandwich approach)

Now that we’ve talked about the 4 types of business feedback that exist, let’s cover a technique on how to give good feedback. This model is known as the “sandwich approach” or “hamburger method” and is basically divided into 3 parts:

• Part 1, positive feedback: In this first part, the conversation should always start with a compliment. Appreciate the professional and sincerely praise their skills and abilities;

• Part 2, corrective feedback: once the compliment has aroused good feelings in the employee, it’s time to point out the points for improvement. At this time, be transparent and direct, but always maintain respect for the person, who will be much more open to listening to criticism and absorbing information;

• Part 3, Positive Feedback: Finish the sandwich approach with more praise and praise for the pro’s qualities. As a result, he will be more prepared and motivated to improve the negative points, which will be excellent for all parties involved.

Know more about it: Improve Performance with Sandwich Feedback

While not the only technique on how to give good feedback, the hamburger method—built in layers—is very effective. Therefore, apply it to your team members to build a high-performance team ready to face business challenges.

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