What is feedback?

• Criticizing somebody's behavior

• Giving advice to another person

• Informing another person about the reception of their action from the past and the impact on the present

• Evaluating somebody's performance on performance committee

What are the different types of feedback?

• Positive and constructive

• Positive and negative

• Positive and corrective

• Praising and criticizing

What should be included in the feedback message?

• Expressing feelings and emotions

• General evaluation of a person's behavior

• Focus on the mistake that was made

• Example of the situation/s on which the feedback is built

Who can give feedback to whom?

• Only Manager to Employee

• Manager to Employee and Employee to Manager

• Manager and Dual-Manager to Employee

• Manager to Employee, Employee to Manager and Peer to Peer

What is NOT the function of feedback?

• Increasing awareness of our strengths and development areas

• Providing a tool for control of Employee's behavior

• Setting foundation for managing performance

• Promoting behaviors that are desired or unwelcome

What does SBI stand for?

• Situation, Behavior, Impact

• Situation, Behavior, Improvement

• Structure, Behavior, Impact

• Structure, Behavior, Improvement

In DISC personality model, which personality types are extrovert?

• S and C

• D and I

• Only D

• Only I

How can you facilitate communication with C type?

• Get straight to the bottom-line, avoid details, speak about benefits and results

• Refer to his/her impact on people, emphasize action, changes

• Assure about available support, refer to the person, explain changes calmly

• Provide a lot of details, rely on facts and numbers, refer to procedures

How often should feedback be given?

• At least once a week

• Once per half-year

• Only if somebody asks for it

• Every time before performance review + every time there is a need for it

SARA stages of receiving constructive feedback assumes we:

• Reject constructive feedback and get hurt

• Start to overanalyze it

• First deny the feedback, excuse ourselves and then accept it

• Blame other person for our failure