How do you categorize feedback using the feedback matrix?

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Feedback is a vital tool for learning, improving, and developing your skills. But not all feedback is created equal. Some feedback can be helpful and motivating, while some can be confusing and discouraging. How can you tell the difference? One way is to use the feedback matrix, a simple framework that helps you categorize feedback based on two dimensions: positive or negative, and specific or general. In this article, you will learn how to use the feedback matrix to identify the four types of feedback, and how to respond to each one effectively.

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1 The feedback matrix

The feedback matrix is a 2x2 grid that divides feedback into four quadrants: positive-specific, positive-general, negative-specific, and negative-general. Each quadrant represents a different level of usefulness and impact for the feedback receiver. The feedback matrix can help you sort out the feedback you receive from different sources, such as your boss, your peers, your clients, or yourself. It can also help you give better feedback to others by choosing the most appropriate quadrant for your message.

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2 Positive-specific feedback

Positive-specific feedback is the most effective and desirable type of feedback. It tells you what you did well and why it was valuable. It also gives you concrete examples and suggestions for how to repeat or improve your performance. Positive-specific feedback is motivating, encouraging, and informative. It helps you build confidence, competence, and clarity. For example, "You did a great job on the presentation. You explained the main points clearly, used relevant data, and engaged the audience with questions. Next time, you could try to speak a bit louder and use more eye contact to enhance your delivery."

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3 Positive-general feedback

Positive-general feedback is feedback that praises you without giving any specific details or reasons. It tells you that you did something good, but not what or how. Positive-general feedback is pleasant, but not very useful. It does not help you learn, grow, or improve. It can also be vague, insincere, or misleading. For example, "You are awesome. You always do everything right. Keep it up." Positive-general feedback can make you feel good in the short term, but it can also make you complacent, overconfident, or confused in the long term.

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4 Negative-specific feedback

Negative-specific feedback is feedback that tells you what you did wrong and why it was problematic. It also gives you concrete examples and suggestions for how to correct or avoid your mistakes. Negative-specific feedback is challenging, but also valuable. It helps you identify your weaknesses, gaps, and areas for improvement. It also helps you learn, grow, and improve. For example, "You need to work on your report writing skills. Your last report was poorly structured, had grammatical errors, and lacked evidence. Next time, you should follow the guidelines, proofread your work, and cite your sources."

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5 Negative-general feedback

Negative-general feedback is feedback that criticizes you without giving any specific details or reasons. It tells you that you did something bad, but not what or how. Negative-general feedback is unpleasant, and also harmful. It does not help you learn, grow, or improve. It can also be vague, unfair, or demoralizing. For example, "You are terrible. You always do everything wrong. Give up." Negative-general feedback can make you feel bad in the short term, and also in the long term. It can damage your self-esteem, motivation, and performance.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Gino Terentim

Empreendedor, TEDx speaker, autor e curioso.
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Categorizing feedback using a feedback matrix can provide structure, but it's important to recognize the limitations of such frameworks when dealing with people. As George Box famously said, "All models are wrong, but some are useful." While matrices may help guide our understanding, they should never replace the human connection at the core of effective feedback. Carl Jung reminded us, "Know all the theories, master all the techniques, but when you touch a human soul, be just another human soul." The best feedback begins with genuine connection and care for the individual. Only by truly understanding and respecting the person can we provide feedback that resonates and drives growth.

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How do you categorize feedback using the feedback matrix?

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1 The feedback matrix

2 Positive-specific feedback

3 Positive-general feedback

4 Negative-specific feedback

5 Negative-general feedback

6 Here’s what else to consider

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