Negatively in the right direction.

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Negative feedback can be discouraging and demotivating but according to Heidi Grant Halvorson, sometimes perfectly appropriate. For "Harvard Business Review" she explains why, based on research by Stacey R. Finkelstein and Ayelet Fishbach.
In five laboratory studies Finkelstein and Fishbach studied the effectiveness and desirability of positive and negative feedback. They found that by providing positive or negative feedback the experience level of the receiving person should be taken into consideration. Positive feedback increases the commitment to engage. It shows someone is on the right path toward obtaining a highly sought after goal. Therefore, it is perfect for novices needing encouragement and guidance. With growing expertise, however, individuals infer their progress on a task from experience. They start to feel comfortable with what they are doing and mistakes become a rare event. In such a situation negative feedback is often preferred as a valuable source containing information on how to improve. Whatever, positive or negative, feedback should always be given with tact and good advice.
The studies share the characteristic that negative feedback was not connected to harsh consequences as is often the case in working life. However, the findings of Finkelstein and Fishbach have significant implications for coaching and teaching situations. The biggest problem with giving negative feedback is regularly the missing capability to give good advice. Especially for novices negative feedback therefore often remains just that, a negative evaluation. For experts things look different. They wouldn’t be experts if they would not have excelled already. Negative feedback may tip off even better solutions or overlooked shortcuts. But, in fact, all kinds of feedback should be handled with sensibility and a focus on positive aspects.