If you’ve read some of my previous posts, you’ve probably noticed that I looooove to break things down: “writing” isn’t just “writing,” it’s a collection of skills ranging from grammar to description to character building. You can’t just ask for an “edit,” because there are levels of edit.
So it’s no surprise that I love thinking about how there are multiple kinds of feedback.
I’ve been reading Thanks for the Feedback: The Science and Art of Receiving Feedback Well because I wanted tips on giving feedback. And, er… that’s… not actually the focus of the book. But I still love this book.
You see, Thanks for the Feedback slots feedback into three buckets: appreciation, coaching, and evaluation. And that got me thinking about how those apply to the writing world, where feedback often takes the form of a beta reading.
So let’s talk about the book’s three kinds of appreciation and how those look in betas!
Feedback Type #1: Appreciation
Thanks for the Feedback makes it clear that “feedback” doesn’t mean “stuff meant to help you get better.” It just means a response, of any sort, to what you’re doing. And sometimes you don’t want a deep, analytical analysis. You just want to be noticed.
That’s feedback type #1: appreciation. When someone’s looking for appreciation, they want acknowledgement, recognition, and encouragement.
I’ve actually gotten beta reading requests from people who only–or mostly–wanted appreciation. And that’s… dangerous. Not because there’s anything wrong with it, but because that’s not what all feedback-givers think to do.
For example, when someone asks me for a critique, I hear “give me a thorough explanation of what didn’t work, why, and how to fix it!” I mean, sure, I’ll mention things I like. I’ll throw in a compliment sandwich. It’s just not the focus. We’re here to find things to work on, right?
But if I default to that, and my beta reader’s hoping for appreciation, we’re going to have a capital-B Bad Time. Because I’m giving the next type of feedback: coaching.
Feedback Type #2: Coaching
“Coaching” is feedback that tells you how to improve at something. This is what people think of when they think of “constructive criticism.” When someone is coaching, they point out the things that need work and suggest improvements.
Sounds straightforward enough, right? There’s just one hitch: there’s a third kind of feedback.
Feedback Type #3: Evaluation
Evaluation is the third and most jarring form of feedback. Evaluation ranks someone: it’s giving them a grade, a yes or no, or a pass or fail. Unsurprisingly, this is also the most threatening type of feedback. No duh, right? It’s heavy stuff!
And while true evaluation is the realm of agents and publishers (the people who say “Yes, I want to read your full manuscript” or “I’m sorry, this isn’t for me”), a typical beta can still include evaluative feedback. For example:
- When someone’s grammar is wrong. Grammar and spelling are either right or wrong. I may not be a bestseller, but I can still tell you that.
- When you’re reading about something you have deep knowledge about. If you repair cars for a living, you’re qualified to provide right-or-wrong feedback on a book where car repair plays a major role.
- When someone’s not following the unspoken rules of their genre. There are some things you are strongly encouraged not to do, like starting chapter #1 with a dream or a paragraph of description about a boring, uneventful day.
When I see these, I have a strong, knee-jerk urge to reply with “Don’t do this!” No suggestions, no corrections, just no. Wrong.
This type of feedback often feels very black-and-white: you’re right, the author is wrong, and they should fix it. But at that point, you’re not giving coaching, you’re providing evaluation. And because evaluation is the touchiest form of feedback, you’re more likely to get an emotional response from the author, whether it’s “I’m so embarrassed! I’ll work on that” or “Screw the rules! I can do whatever I want to!”
The ideal beta includes a mix of feedback types.
The most valuable betas combine all three kinds of feedback:
- Appreciation helps tell people what they did right. This is the positive stuff, the stuff you liked and enjoyed.
- Coaching helps you point out the things that you think could be improved.
- Evaluation should be used sparingly and tactfully.
The best beta includes a hearty dose of both appreciation and coaching. That’s straightforward, right?
Evaluation is the tricky one. It feels like coaching when you find something that doesn’t need discussion–it’s just wrong, and it needs to be fixed. And while this can be valuable information, remember: you’re not just giving coaching. You’re passing right-or-wrong judgement. And that’s feedback you need to treat with extra care.
The Solution: Be excessively explicit about what you want.
The trickiest part of a beta is that we all want different betas. Some people want 90% appreciation with just a dash of the gentlest coaching. Some people want the most brutal read you can give them.
The solution’s obvious: talk more.
What type of beta reading do you want? What ratio of appreciation-to-coaching do you need? Tell your beta. Be extremely detailed about what you want them to focus on, what you don’t want them to focus on, what you care about, what you don’t care about.
And if you’re reading, get as much information from the author as you can. Try to gauge where they’re coming from. Does the author seem confident and resilient? Or do they seem anxious, scared, and discouraged? Do they look like they can handle big, heavy evaluations? All this can help you figure out what kinds of feedback you should focus on.
That’s always the answer for everything, isn’t it? Communicate more! If only it was as easy in practice, huh?