Feedback is a cornerstone of personal and professional growth. Yet, in a workplace context, giving and receiving feedback remains one of the most misunderstood and mishandled aspects of leadership and teamwork.
Fundamentally, there are two distinct types of feedback—technical competence feedback and human competence (soft skills) feedback.
Understanding the differences between these can transform the effectiveness of feedback conversations and pave the way for growth, trust, and improved outcomes.
- Feedback on Technical Competence
Technical feedback is often more straightforward to deliver and receive. It’s anchored in objective frameworks, processes, and clear performance expectations.
For example, if someone is tasked with preparing a financial report, the feedback would focus on whether they adhered to the guidelines, met deadlines, and produced accurate results.
It is performance-based and evaluates actions against established benchmarks. Because it focuses on the work, not the person, technical feedback is usually less emotionally charged and easier to give.
Key Characteristics of Technical Feedback:
- Objective: It measures performance against clear, predefined standards.
- Specific: It focuses on deliverables and outcomes rather than personal traits.
- Actionable: Recipients can see where improvements are needed and act accordingly.
- Low Emotional Risk: As it targets processes and skills, it’s less likely to trigger defensive responses.
However, even technical feedback requires clarity and a well-communicated framework to be effective. Without clear standards, feedback risks being vague or unfair.
- Feedback on Human Competence (Soft Skills and Behaviours)
Providing feedback on soft skills—such as communication, leadership, empathy, or teamwork—is fundamentally different.
This type of feedback often delves into personal behaviours and how they affect others, making it inherently more sensitive and emotionally charged. Unlike technical feedback, it typically lacks a universal, well-defined framework to guide evaluation.
Challenges of Human Competence Feedback:
- Subjectivity: Without clear standards, feedback often feels like personal opinion.
- Emotional Risk: Critiquing behaviours can feel like critiquing the person, leading to defensiveness.
- Fear of Missteps: In today’s workplace, people often hesitate to give honest feedback, concerned about potential misunderstandings or repercussions.
The Solution: Clear Standards for Soft Skills
This doesn’t have to be the case. Just as technical standards provide clarity for performance, defining what excellence looks like in soft skills can create a safer, more constructive feedback environment.
Establishing clear, measurable benchmarks for behaviours and leadership qualities allows individuals to see feedback as a tool for growth rather than a judgment of character.
When organisations align around a shared language and expectations for behaviours, feedback becomes more actionable and less subjective. For example:
- A “great communicator” might be defined as someone who actively listens, provides constructive input, and adapts their style to their audience.
- A “team player” might be someone who collaborates effectively, supports colleagues, and contributes to a positive work environment.
Feedback Without Clarity Is Unfair
Feedback should be a bridge to improvement, not a source of confusion or fear. However, assuming that feedback alone can drive growth is misguided if the expectations are unclear.
When managers and employees lack the tools, frameworks, and support to give and receive feedback, it leads to frustration and missed opportunities for development.
Without defined standards:
- Individuals struggle to understand what “good” looks like.
- Managers hesitate to address soft skills for fear of offending or being misunderstood.
- Teams fail to align on what success truly means for both technical and human competencies.
The key lies in creating a structured, supportive environment where feedback is safe, constructive, and tied to clear goals.
A Framework for Feedback: DISAM
The DISAM framework offers a structured approach that any business can adopt to enhance feedback practices and foster growth. Here’s how it works:
- Define – Establish clear, tangible, and measurable standards for technical and soft skills. What does excellence look like? Create a shared understanding.
- Identify – Raise awareness by recognising gaps or areas for growth, both in technical performance and behaviours, through reflection and observation.
- Set – Meet individuals where they are. Encourage them to acknowledge their current state with compassion and set focused goals for improvement.
- Action – Implement deliberate steps toward growth, supported by structured plans and developmental resources.
- Measure – Regularly evaluate progress, seek feedback, and adjust plans to ensure ongoing development.
The Path to Better Feedback
Feedback is a powerful tool for growth, but it requires the right context to thrive. By defining standards, fostering a culture of clarity, and equipping managers with tools and frameworks, organisations can transform feedback into a catalyst for performance, growth, and trust.
In a world where giving and receiving feedback often feels fraught, a structured approach ensures fairness and empowers individuals and teams to grow confidently.
Feedback, when done well, isn’t just about critique; it’s about unlocking potential and creating pathways for excellence.
