I have worked for a lot of places under leaders who were in their positions because of tenure, not actual leadership abilities. In several construction and fabrication fields, it is normal to give negative feedback on work in the hope that the person will do it correctly to avoid being reprimanded for the mistake. It does work, but only for a little while.
Leaders should understand that negative feedback, when it is all that is received, can be detrimental to those who feel like it is all they receive. Look at it this way: You go to work and do your job every day, and all you hear is how you do things wrong. You strive to avoid those mistakes, yet all the feedback you receive is about how things are messed up, incorrect, or inadequate. After a while, a person begins to think that they are unable to do their work adequately and may stop valuing what they do.
I say this because I have worked under several leaders who gave only negative feedback, as well as several who gave only positive feedback. Neither approach is good on its own. As leaders, we should think about the person who made the mistake in terms of, "How and what can they learn from this?"
That is the whole point of feedback. So, while negative feedback alone or positive feedback alone can work, leaders should consider how to offer both.
Consider the issue: What makes it an error? How can the person understand that, while this is a negative thing they should try to avoid, something good can also come from the experience? Point out the negative, highlight the positive, and show the person that, while they made a mistake, they and their work are valued.
One thing that has made me feel valued in the workplace wasn't being constantly praised for my work, but receiving the occasional comment like, "Hey, great job on this." When I received only negative feedback, I did not value my work or my position in the company or team. I take great pride in my work; I really do, and I strive to do things to the best of my ability. I think there are a lot of people who do, too.
Hearing only that you are not doing a good job doesn't encourage people to keep trying to do a good job. Hearing only that they are doing a good job can also cause people to plateau and stop striving to improve. It's the "You did great!" comments that motivate me to push past the "You really messed that up" moments.
As a leader, you should focus on the things that will drive your team to try harder, grow more, and find value in their work. Negative feedback tempered with positive feedback helps team members see that they are valued and that their work is valued as well. It also helps them understand that improving their performance is beneficial not just for the team or company, but for themselves as well.
