Perception drives Interpretation of Feedback
Reference:
Newman, D. (2025). Examining the emotional tone of student evaluations of teaching. Canadian Journal of Learning and Technology, 51(1), 1–18. https://doi.org/10.21432/CJLT-28695
Annotation:
How does perception affect feedback? Newman (2025) analyzed 600 student-written evaluations from Rate My Professors (2018–2023) to determine the emotional tone of the language used. Students feedback was reviewed using indicators such as pleasantries and words with positive connotations using Whissell’s Dictionary of Affectionate (DOA). The study found that students provided feedback to instructors in the evaluations that were emotionally neutral in tone however, the instructors perceived the tone to be overly critical on average.
The study’s strengths lie in the reliability of the tools used, like the DOA, and the simplicity of how the study is measured. The correlations are easy to understand and the study itself and its methods are easy enough to understand that replication can be completed with ease. Newman (2025) also provided adequate acknowledgements to the limitations of the information reviewed such as sampling bias, word count variability, and the constraints of publicly available online data.
In the context of organizational performance management, this article underscores the value of distinguishing emotional perception from objective data. Similar to how faculty may overinterpret student comments as overly negative, employees and managers often perceive performance evaluations as more emotionally charged than they actually are. For consultants, the findings point to the importance of designing evaluation systems that emphasize neutrality and balance. By integrating structured training on how to give and receive feedback, organizations can foster a shared understanding that feedback is a tool for growth rather than criticism. Embedding “feedback literacy” into workplace practices not only reduces defensiveness and bias but also equips both leaders and staff with the skills to interpret evaluations constructively. This approach supports the development of resilient, evidence-based performance systems that encourage trust, reduce anxiety, and create a culture where feedback is seen as an essential driver of individual and organizational improvement.
