Feedback takes many forms, but one of the most obvious types is feedback on performance

Feedback takes many forms, but one of the most obvious types is feedback on performance. Managers must be able to give employees feedback on what they are doing well, and areas where an employee needs to improve. Think about times in your career when you have received feedback

About 1 year ago, I started to learn how to make latte art. I purchased a new espresso machine and practice 3 days a week. Every time I make a great picture on the top of the cup, I feel like I nearly got the success, and I post it on my Instagram to see feedback from my followers. There are many comments below my post which contains positive, negative and also somewhere in the middle. Then I see every comment thoroughly to get any ideas or information that can improve my skill of making latte art. When I see the positive post like "Excellent", "You're awesome!", "Amazing work", "Beautiful", "Splendid!" or somewhere in the middle like "You're almost making it", "Good start by a beginner", I feel like I choose the right goal to achieve as my bucketlist. 

What's made that feedback helpful? I think my personality type makes me need to feel that I'm being supported. It is helpful if I receive feedback from someone I have a good relationship with. That feedback really makes me increase the passion to go further and higher.

In the same latte art story, there are also many negative comments that make me sad and ineffective to improve it. For example, "Do you need some help learning to better do it? I can share some resources and tips that work for me." is an ineffective feedback for me, because I think it's more polite to send this kind of comment and message through direct messages or tell me privately. However, it still benefits me in a different way, but just not that effective.

To figure out what makes the difference, I read some articles about how to give feedback effectively. There are many ineffective and effective feedback examples per personality I found. Sensing-feeling types like to receive specific and concrete feedback right after they complete a task, but only in a private, one-on-one setting. 

Examples:

1. I think you have great leadership potential. You are able to motivate your team. 

2. Your ability to close deals is why we are lucky to have you on our team. However I just received a complaint from a client with whom you recently spoke. How do you think you could be more approachable?

From my example, I learned if I am a manager, I have to customize the feedback consider there are many different types of personalities. The effectiveness of your feedback isn’t solely dependent on how it’s given but also how it’s received. When building performance management plans, it's important to consider different personality types as you plan your approach to giving feedback. One of the greatest benefits of giving employee feedback is improved behavior. But that only occurs if the employee receives the feedback well and then acts on it. And, since we're all unique snowflakes, we don't all take feedback the same way.