Do you provide feedback to others based on what they’re doing right or what they’re doing wrong? Research shows that we learn along the lines we are already strong in. This article does a great job of discussing how we can provide better feedback that actually encourages others to grow in their strengths rather than focusing on remediating weak areas.
Sensitive people process positive and negative stimulation more deeply than in those without the trait. Feedback for HSPs should always be strengths-oriented and focus on what we do well, while seeking to provide us with growth opportunities where we may branch out on those strengths. Deficiency-oriented feedback, for HSPs, would set off a cascade of overthinking, overfeeling, and, ultimately, prove more detrimental than beneficial.
Highly sensitive people are already likely the most conscientious workers in the workplace and we know from research that conscientiousness is the only trait proven to relate positively to workplace success. If you want to provide useful feedback to an HSP, the best way would be to focus on points of excellence as they occur.
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