1. Constructive Feedback
• Aims
• Learner will understand the importance of giving and
receiving constructive feedback
• Learners will understand the effects off criticism on
employees
• Objectives
• Learners will be able to give constructive feedback on a
piece of media
• Learners will give criticism on a piece of media
• Learners will write an essay which details how to give and
receive constructive feedback

2. Constructive Feedback
• What is constrictive feedback?
• Feedback is a private, confidential conversation, usually
between two people
• It is best done face-to-face, rather than at distance - by
memo, letter, email or even telephone
• The overall purpose is to be helpful not to criticise
• The assumption is that all performance improvement or
behaviour change starts with a person receiving information
about what impact his / her behaviour has had on others

3. Constructive Feedback
• What is constrictive feedback?
• Is useful because it can help people perform and
communicate more effectively
• Is necessary when a person needs guidance as regards
required behaviours or procedures
• Is necessary as part of the process of either correcting
performance or praising and recognising good performance
• Is necessary for managers too, so that they can find out how
their behaviour impacts on others

4. Constructive Feedback
• Performance feedback can be given in two different ways:
Contructive Feedback / Praise Criticism
• Information-specific • Not specific / generic
• Issue-focused • Doesn‘t focus on
• Based on observation ‗issues‘
• Positive feedback: when an • Limited observation
employee is told they have • No information upon
done something well which you can improve
• Negative feedback: when an • Demoralising
employee is told how they • Unproductive
can improve

5. Content
• Make sure you outline, what the feedback is about
• Saves confusion
• Understand the parameters of the feedback
• Be specific
• Deal with specific performances
• Why does general feedback not help?

6. Manner
• Be direct when delivering your message:
• Don‘t beat around the bush! Why?
• Avoid "need to" phrases:
• This implies something that didn't go well…
• Be sincere and avoid giving mixed messages:
• Try not to use words like ‗however‘ or ‗ but‘
• ―Josh you have worked hard on this essay but…‖ means the
real point is the following negative
• In positive feedback situations, express appreciation:
• Appreciation is praise in itself
• Added to a list of constructive feedback it becomes more
sincere and meaningful

7. Manner
• In negative feedback situations, express concern:
• Communicates a sense of importance
• Anger, frustration, disappointment, and sarcasm tend to
thwart the message and turn attempts at negative feedback
into criticism
• Give the feedback person-to-person, not through
messengers of technology:
• Constructive feedback is verbal and informal.
• This can be done only by talking live to the employee, either
face-to-face — or by phone when you physically can't be
together
• State observations, not interpretations:
• What are the differences? Why will this make a difference to
the feedback?

8. Timing
• When should you give feedback to someone?
• ASAP – Why?
• Once you have all the facts
• Information
• When you have had chance to reflect on the work
• ASAR – As Soon As Reasonable
• How often do you think employers should receive
feedback?

9. Feedback Model
Please STOP behaving / working like
this ... because it is NOT HELPFUL to
your colleagues / your work / the
institution
Please CONTINUE behaving /
working like this... because it is H
ELPFUL to your colleagues / your
work / the institution
Please START behaving / working like
this ... because it will be HELPFUL to
your colleagues / your work / the
institution

10. Receiving Constructive Feedback
• Make sure you fully understand the feedback:
• If you don‘t, ask!
• Get the feedback in writing:
• This can be kept on record and referred to at any time.
• Set out goals and performance improvement
mechanisms
• Don‘t just ignore feedback – it‘s used to improve your
performance and usually given to you by people who know
what they‘re doing.
• If you disagree with feedback:
• Ask exactly what was expected of you and figure out how
things got lost in translation
• What measures can you use to make sure you understand
tasks?

11. Receiving Criticism
• Do not get aggressive / upset / angry!
• Working when emotional is not a good combination…
• Ask directly, how you can improve for next time
• If they don‘t tell you how to improve, ask them
• If it is particularly cutting and unfair:
• Who would you go to?
• Unions?
• HR
• Higher management
• VIDEO!

12. TASK!
• Find two music video:
• Video 1 – Criticise
• Video 2 – Provide Constructive Feedback
• Brief:
• 500-word essay on how to give and receive
constructive feedback