It is impossible to learn without feedback (literally, in English, evaluative or corrective information about an action, event, or process to the source that originated it), understood as the comments, opinions, responses, or suggestions that students or members of a work team receive about their performance.

In schools, colleges, and universities, where skill acquisition and the development of personal confidence are fundamental, this evaluative information takes on even greater importance than in the workplace. We call it feedback, and it doesn’t just inform learners about their progress in a given subject. It has a significant influence on their motivation and commitment to their own development.

When used properly, it can be one of the most important catalysts in the work and learning process. It allows us to develop a mindset of continuous improvement, which is essential for personal and academic growth. The absence of this in-depth analysis can become an inhibitor of progress, as it prevents students from learning from their experiences and making necessary adjustments. Even high-performing students need it.

What does “well-used” mean? How can we make feedback a driver of motivation and engagement?

Stressful evaluations

Performance evaluations can be stressful for students, especially when their efforts go unrecognized or the feedback they receive is generic and therefore unhelpful. Criticism, although constructive, can be demoralizing if not balanced with appropriate recognition.

For feedback to motivate and promote learning, it must be specific, timely, and growth-focused, highlighting achievements, areas for improvement, and clear strategies. Furthermore, it is essential to create an environment where this information is perceived as a development tool, fostering a culture of continuous, two-way feedback that reduces anxiety and enhances learning. How? We must consider the following issues when providing feedback:

1. Be specific: Instead of saying “good job,” say “You have significantly improved your basketball shooting accuracy.”
2. Be timely: Provide feedback immediately after an activity or assessment, while the experience is still fresh.
3. Be balanced: clearly point out both the positive aspects and those that require improvement, always maintaining a balance.
4. Encourage autonomy: Invite the student to reflect on how they could improve their technique rather than directly providing the solution.

This type of evaluative feedback facilitates understanding of concepts, corrects and refines movements, and focuses on the process rather than the outcome.

A recent meta-analysis found that feedback has a greater positive impact on students’ cognitive and psychomotor skills than on their motivation or behavior.

Feedback and motivation

Self-determination theory suggests that human motivation is based on three basic psychological needs: autonomy, competence, and relatedness. Constructive feedback can satisfy these needs:

1. It fosters a sense of competence. When students receive feedback that reinforces their achievements and guides them on how to improve, they feel more capable of mastering new skills.
2. Promote autonomy. Respecting students’ decisions and providing them with options for improvement fosters a sense of control over their learning.
3. Strengthens the relationship with the educator. Effective communication creates an environment of trust and support, essential elements for learning progress.

Intrinsic vs. extrinsic motivation

While “controlling” corrections, imposed by someone who imposes a perspective without considering the recipient’s perspective, can have negative consequences for motivation and performance , generating resistance and diminishing enthusiasm for learning, immediate and direct feedback allows students to observe their progress in real time, adjust their strategies, and optimize their learning. This approach promotes a state of “flow” (when a person is completely immersed in the activity they are performing) in learning, where students feel challenged yet capable, thus increasing their intrinsic motivation.

This intrinsic, or autonomous, motivation is found when we satisfy internal needs and choose actions that lead to personal growth. In contrast to extrinsic motivation, which depends on external factors such as approval or reward, autonomous motivation fosters a genuine commitment to evolution and learning. Meaningful recognition should provide clear information about how a person’s efforts contribute to the learning process, thus giving deeper meaning to the activity performed.

When someone is acknowledged in a sincere and specific way, it strengthens their sense of belonging and their confidence in their own abilities. Humans find genuine motivation when they feel their efforts are valued and appreciated within their context. Gratitude and recognition are essential elements for well-being and personal growth, and when used appropriately, they can enhance people’s autonomy and commitment.

The risk of evaluating only with praise

Although feedback should be constructive, this doesn’t mean we should evaluate students solely with praise. On the contrary, this can have negative effects on students’ development, as it doesn’t provide specific information or guidance for improvement.

General statements like “you’re the best” lack details about what aspects were effective, making it difficult to repeat success. Furthermore, constant praise can create a dependence on external validation, reducing intrinsic satisfaction and affecting personal motivation.

The ABCs of effective recognition

Some guidelines for achieving recognition that not only praises, but also inspires and guides , are:

1. Accurate description of the evaluated behavior. For effective recognition, it’s key to accurately describe the action taken, avoiding generalities. Instead of saying “Good job,” it’s better to specify: “Your detailed analysis of the data helped us make informed decisions.” This validates the action and guides future positive behaviors.
2. Explanation of the impact generated. It’s essential to show how the action added value or solved a problem. For example: “Your proactive approach to software implementation enabled us to overcome technical obstacles and keep the project on schedule.” Connecting the action to its impact reinforces its importance and encourages repetition.
3. Expressing positive feelings. Sharing the emotion generated strengthens interpersonal connection and motivates the recipient. Example: “Your dedication to taking the exam made me feel confident and proud.” Expressing how one’s effort affects others strengthens appreciation and commitment.

Ultimately, it’s about going beyond traditional feedback, promoting a constructive approach based on specificity, relevance, and emotional expression. Rather than evaluating past performance, our feedback should inspire future growth.

Author Bio: Juan-Antonio A Moreno-Murcia is a University Professor at Miguel Hernández University