Negativity Bias

What is it?

Negativity Bias is the human tendency to give more weight to negative experiences, emotions, or information than to positive ones. A single piece of criticism can outweigh multiple compliments, and one bad day often feels more defining than several good ones.

What do we know from research?

Research consistently shows that bad is felt stronger than good. Baumeister and colleagues (2001) reviewed decades of studies and concluded that negative experiences—such as criticism or loss—affect us more deeply and last longer than positive experiences of similar intensity, shaping emotions, memories, and decision-making. Neuroscience research supports this, showing that negative stimuli trigger stronger and more persistent brain responses than positive ones

From an evolutionary standpoint, this bias made sense as being alert to threats or problems increased chances of survival.

How does it look in practice?

An example of Negativity Bias at work can be seen during performance reviews. Imagine an employee who receives praise in five different areas but hears one piece of constructive feedback. Rather than feeling proud of their strengths, they walk away preoccupied with the single area of weakness. 

Similarly, in team meetings, leaders may spend more time analyzing mistakes than celebrating wins, shaping a culture where employees feel their shortcomings define them.

How can you use/avoid it at work?

Leaders: Foster a culture where recognition is specific and frequent. Counterbalance the natural pull toward criticism by making sure positive contributions are acknowledged. If addressing mistakes, frame them as growth opportunities alongside highlighting strengths.

Managers & Teams: Be mindful in feedback conversations. In one-on-ones, ask about recent successes as much as about challenges. During debriefs, celebrate what worked well before diving into what went wrong.

Individuals: Notice your own tendency to fixate on mistakes or setbacks. Keep a “wins” log — jotting down achievements, however small, can help retrain attention to positive events. When receiving feedback, ask clarifying questions that highlight strengths as well as areas for improvement.