The Three Types of Feedback You’re Probably Mixing Up (and Why It Matters)

Imagine you’ve just finished a big project. You ask your boss for feedback, hoping for a pat on the back. Instead, you get a list of things to improve. You leave the conversation feeling deflated, not motivated. What went wrong? According to 'Thanks for the Feedback,' the problem isn’t the content—it’s the type of feedback.

There are three distinct types: appreciation (recognition and gratitude), coaching (guidance for improvement), and evaluation (assessment of where you stand). Most feedback conversations go off the rails because the giver and receiver are not aligned on which type is needed. If you expect appreciation but get evaluation, you feel unappreciated. If you ask for coaching but get vague praise, you don’t know how to grow.



The blog walks through real-life examples: a teacher who gives constant coaching when her student just needs to hear 'good job'; a manager who mixes evaluation into coaching, leaving their team confused. It provides scripts like, 'Right now, I’m looking for some coaching—can you help me with that?' or 'Is this evaluation or advice?' These simple questions can redirect the conversation and prevent misunderstandings.

Leaders can set the tone by clarifying the type of feedback they’re offering and inviting employees to share what they need. Teams that practice this alignment see higher morale, faster learning, and fewer conflicts. The blog closes with a toolkit for feedback conversations and links to further reading from business experts and communication coaches. References: 'Thanks for the Feedback,' SoBrief summaries, and expert commentary from Leader Navigation 2 3