For example, not all individuals are comfortable with praise or positive feedback. When uncomfortable with a situation, the same individuals may avoid it or become anxious in handling it. Need To Be Liked and Accepted by Others Supervisors who have a high need to be liked often find that giving negative feedback is difficult. Negative feedback is perceived as a potential threat to their relationships with staff. Therefore, these supervisors may avoid or postpone giving negative feedback, or they may temper feedback by making it general, rather than specific and thus detract from its usefulness.
Most people feel uncomfortable in situations involving conflict.
Because giving negative feedback is likely to result in some form of conflict, supervisors may postpone or delay giving negative feedback as a way to avoid discomfort. A lack of comfort with conflict may also result in supervisors combining negative feedback with false praise. By preparing for a situation involving negative feedback, supervisors can feel more comfortable. The content of feedback is developed in advance to ensure that the qualities of effective feedback are present. The feedback techniques are rehearsed.