Focusing on attitudes
Just as feedback that makes use of exaggerated adverbs isn’t constructive (think, instead, “destructive”), so too is judgmental attitudinal feedback. Suggesting that someone is lazy or argumentative or uninterested in his/her work is demoralizing, and more likely to decrease the individual’s level of performance than otherwise.
After all, attitudinal feedback gives learner/employees little direction to help them improve performance; it suggests no specific actions they can take to do so.
Besides, such feedback is not legally defensible if it shows up on the learner/employee’s evaluation and is used to make a decision about a raise, a promotion, or, worst of all, continued employment.
Failing to follow up
Some feedback is better than no feedback. But feedback is as important, maybe more so, when you delegate an assignment to an learner/employee or when you train one of your staff to master a new skill and even more important when you empower him or her to do something.
Feedback at these crucial junctures may make it unnecessary for you to give negative feedback at the quarterly reviews or end-of-year evaluation.