Win, Win, Win: Framing Feedback for Better Giver and Receiver Outcomes

ABSTRACT According to research, approximately one‐third of the time constructive feedback is given, it is not successful—leading to a decline in performance. This is problematic because employees (and all humans) need feedback to develop and succeed. While many studies have examined options for making performance feedback more effective, there is a gap in simultaneously understanding the giver's and receiver's perspectives, including affective mechanisms at play. This study examines whether a simple addition to performance feedback—starting feedback with a statement that frames the feedback as helpful to the recipient can improve outcomes for both parties. To investigate this, student samples were used to understand the receiver's perspective, while an adult MTurk sample was used to understand the giver's perspective. For more subjective feedback, framing it in a performance‐oriented, helping‐focused way led to positive outcomes, including improved feedback perceptions, positive affect, and motivation to act upon the feedback for recipients; with givers reporting better perceived management fit, higher positive affect, and lower negative affect, effort, and perceived risk. Interestingly, givers preferred gain‐focused framing, while recipients did not significantly favor gain over loss framing. For both parties, mediators were found. Theoretically, this study supports an affective events view of feedback. Practically, it suggests that framing feedback in a gain‐focused, performance‐oriented, cognitively positive way can improve outcomes for the giver, the receiver, and, ultimately, the organization. Win. Win. Win.