Frequently Asked Questions
Why would someone choose to participate?
A person may find benefit in having the opportunity to reflect on and recount personal experience with negative feedback that resulted in a positive outcome. Secondly, a person may find it satisfying to contribute to practical knowledge about feedback that could assist others in a similar situation down the road. One’s contribution may also provide ideas to organizations about how they can strengthen their feedback facilitation mechanisms. Finally, as a participant in this study a person may find it satisfying to be adding to scholarly knowledge about this topic.
Who can answer other questions I might have?
Of course, questions can be directed to me at FlorenLee2016@gmail.com or 206-271-2737. This research is being conducted under the auspices of Fielding Graduate University. Special direction comes from the university’s Internal Review Board for human subjects’ protection. Questions may be directed to irb@fielding.edu. Questions may also be directed members of my dissertation committee, including Dr. Annabelle Nelson, Chair, anelson@fielding.edu; Dr. Patrice Rosenthal, prosenthal@fielding.edu; and Dr. Tojo Thatchenkery, thatchen@fielding.edu. There are no funders or sponsors external to the university.
Why is this research being conducted?
As a doctoral student at Fielding Graduate University in Santa Barbara, California, this study is my dissertation and part of the work I must do to complete my PhD in Human and Organizational Systems.
What is the purpose of the research?
The study’s purpose is to better understand how managers and subordinates experience the organization as an instrument of support before, during, and following a negative feedback event when the negative feedback leads to a positive outcome. This may prove useful for organizations in understanding how institutional elements can facilitate positive outcomes. This research may also help in understanding different views on what makes feedback negative. It could also help to enrich understanding of the full cycle of activity related to negative feedback events from the first inkling of a problem to a satisfactory outcome.
Who can be a participant in this study?
Participants will fit the following criteria:
- You gave or received negative performance feedback that you would describe as difficult, in some way, to deliver or receive.
- You believe that the outcome of this feedback has been positive
- You both were established in your careers at the time of the negative feedback events (established means roughly around five years or more professional experience).
What is meant by the phrase negative feedback?
Negative feedback in the workplace is, first and foremost, information from a source indicating the need for something different in terms of performance. That change could be about what you do, how you do it, the result you obtained, or many other types of change requests. Beyond this baseline concept, the meaning varies by person. These individual differences will be explored in the interview.
Can you explain more about the idea of the feedback being difficult to deliver or receive?
In this study, difficult is defined by the participant. In general, difficult will be a subjective experience; but, broadly speaking, it means “not easy” or “hard.” If you found it difficult for any reason, that satisfies the criteria and you will have a chance to explore your reasons in the interview.
Why does someone need roughly five years or more years of full-time professional experience?
The five-year threshold is a loose guideline to recognize differences in how people feel about negative feedback when they are starting out versus when they feel more secure as a professional. Early in one’s career, especially right out of school, a person has a lot to learn about working when not a student; what it means to be an employee; and what it means to be a professional. To a certain extent, negative feedback is expected. Once one is established, one has more confidence in his/her skills, abilities, etc. and negative feedback is less frequent and can carry more weight.
What might be considered a positive outcome?
For this study, positive outcome is determined by the study participant. While for some it may include different, changed, or improved performance, positive it not limited to these. It is also quite possible that there can be more than one positive outcome. Sometimes people describe termination or resignation-by-mutual-agreement as positive, although this study is not focused on these sorts of outcomes in particular.
Is the study limited to formal appraisal feedback?
No. This study is interested in any negative feedback event in which there is information indicating a need for performance change. Feedback occurs all the time and is not limited to a performance review. The relevant feedback could have been in a review, a developmental discussion, during a lunch meeting, ad hoc during a one-on-one session scheduled for other purposes, following reports of performance issues, etc. While such feedback may come from a manager, it could come from other sources such as a team leader, influential colleague, or co-worker.
Does an event need to be recent?
The experience is not limited to recent events. If you would like to share the story, I would like to hear it. Keep in mind that you will be asked to recount some degree of detail, so if it was too many years ago, you may recall fewer specifics. At the same time, some experience do provide sustained vivid memories for a long time.
Are events limited to my current employer?
No. Any employer situation is acceptable as long as the other criteria are met.
If I decide to participate, what sort of time commitment is required?
Participants will take part in one, recorded interview of 60-90 minutes followed by completion of a very brief (5-10 minutes), background information questionnaire.
Where and when will the interview take place?
Interview location is chosen based on confidentiality and convenience. If you’re comfortable and the place is private, interviews can be scheduled at your workplace. The location needs to be private, where we will not be interrupted. Interviews can also be conducted offsite. In those situations, I will make arrangements for a mutually-accessible, private location such as a library study room or hotel meeting space.
Meeting time is at your convenience. We can meet before or after work or during the work day. We can also meet evenings or weekends. While a face-to-face meeting is preferable, telephone and web interviews are options.
If I participate, how will you protect my privacy?
- Multiple steps are taken to protect your privacy.
- All study records are held in strict confidence. Documents, records, and transcripts are locked up or electronically secured. All electronic and paper documents will be destroyed three years after study completion.
- Research assistants (e.g. transcribers or third-party recruiters) sign a Confidentiality Agreement.
- While you are free to share your participation with others, I will not disclose that you were in my study.
- All transcripts produced from recordings and notes taken during interviews will use codes rather than names of individuals and organizations. All names of individuals and organizations will be coded in transcripts. Any discussions in the dissertation or other possible published material will be coded and without personally identifying information.
What are the benefits of this research?
This research is designed to capture a more comprehensive picture of the factors (individual and institutional) that facilitate positive outcome from negative feedback. As such, it should provide greater understanding of the process from first inkling of a possible need for change to the point of satisfactory resolution. The appreciative nature of this study is also expected to capture a greater range of the possible positive outcomes. In all, findings may be helpful to individual managers and subordinates in managing these events. This study may also be a resource to organizations in terms of design particularly related to change initiatives.
What if I change my mind about my participation?
All participation is voluntary. You can withdraw at any time before, during, or immediately following the interview.