Feedback may not be the most effective approach
Instead do this thing.
As designers, we're familiar with getting feedback. It's an important part of our job, whether it comes from stakeholders, users, or clients. This feedback helps us improve our designs to meet the goals.
But there's another type of feedback we always look for—the kind that helps us become better designers. This feedback can improve our skills and performance, giving us a better understanding of where we are and how we can get better.
However, research from Harvard shows that feedback often doesn't help or may even hurt our performance. It is too vague and doesn't clearly show what and how to improve.
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The infamous 'feedback sandwich' is arguably even worse.
For people who are used to getting two compliments with a criticism in between, it can start to feel insincere. Even though this method is meant to be helpful, it often makes the message less clear and weakens the impact of constructive criticism.
Interestingly, the effectiveness of feedback can vary depending on the recipient's experience level and confidence. The research suggests that for someone who is just starting out and still learning the basics, receiving less criticism and more encouragement might be better. Beginners may already believe they don't yet have the necessary skills, so it's expected that they are not performing well. In these cases, direct feedback might discourage rather than motivate.
Considering the problems with traditional feedback methods, is there a better way to encourage improvement?
The Harvard research points to a promising alternative: Seek advice
“Advice shifts attention to how you can do better next time.”
— Adam Grant
Advice is more developmental: more critical and actionable—than feedback
The Harvard research demonstrates this through a compelling study. Here's what they found:
In one experiment, 200 participants were asked to review a job application for a tutoring position. The group was split into two. Some were asked to give "feedback," while others were told to give "advice."
The results were striking:
The feedback group mostly gave general, positive comments. They mentioned the candidate's experience with children and teaching skills, stating that the person seemed fit for the job.
The advice group offered more detailed and practical suggestions on how the candidate could improve their application or better prepare for the role.
This subtle change in wording—from 'feedback' to 'advice'—made a significant difference:
The 'advice' group identified 34% more areas for improvement.
They also offered 56% more suggestions for enhancements.
Surprisingly, this pattern was the same in three more studies. Each time, people who were asked to give advice gave more detailed, critical, and practical suggestions.
Why does feedback often fall short?
Feedback is often linked to evaluation, as it's usually given during performance reviews.
When people are asked to give feedback, they usually focus on past performance instead of how someone can get better in the future. This focus on the past can make feedback less helpful for growth.
Adam Grant, in his book "Hidden Potential," supports the idea of seeking advice rather than asking for feedback. He writes:
“Instead of seeking feedback, you’re better off asking for advice. Feedback tends to focus on how well you did last time.
Advice shifts attention to how you can do better next time.
In experiments, that simple shift is enough to elicit more specific suggestions and more constructive input. Rather than dwelling on what you did wrong, advice guides you toward what you can do right.”
— Adam Grant
Putting this insight into practice, Grant replaced his usual feedback questions with a simple request for advice: "What's the one thing I can do better?"
The result? People started giving him more useful, actionable tips.
How to put this advice into action
Shift your mindset: Instead of asking for feedback, seek advice.
Ask advice: Use Adam Grant's simple yet powerful query: "What's the one thing I can do better?"
Be specific: If you're working on a particular project or skill, focus on your request. For example, "What's one way I could improve my presentation skills?"
Stay open: Remember, the goal is growth. Be receptive to the advice you receive, even if it's not what you expected.
Follow up: After implementing the advice, circle back to the person who gave it. Share how you've applied their suggestion and what you've learned.
This piece is taken from my book, "The Practice of Design Practice," which explores mindsets and practical tips for designers to engage as lifelong learners.
Get the full book to access more insights and strategies for enhancing your design practice and professional growth.
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