The document provides tips for giving and receiving feedback in the workplace. It discusses starting with self-feedback to understand an employee's perspective, highlighting strengths to motivate improvement, and understanding the impact of evaluations. When receiving feedback, it's important to create an open communication culture and ask insightful questions in one-on-one settings. Effective feedback is positive, specific, and focuses on improvement rather than criticism to encourage growth. Periodic feedback should be conducted in-person with clear expectations and goals.

1. GIVING AND
RECEIVING
FEEDBACK
Oscar A. Granat Rico –A01421100
Diana B. Salgado –A01423446
Anel Farfan - A01421488
Alberto Ortiz - A01422213

2. WAYS OF GIVING FEEDBACK
1. Start by doing a self feedback: It is a good idea to know what the
employees think about their own performance by doing a self feedback.
2. Keep an opening communication with the employees and the people who
is going to be evaluated: To solve laboral issues if they are blocking the
performance development up.
3. Be sure to highlight your staff’s strengths: To motivate them to do their
job the best they can and also to improve it.
4. Put yourself in their shoes: Try to understand your staff side by knowing
the impact of your evaluation in their work life
5. After sending the feedbacks, be sure to keep giving comments to your
staff if its needed. Do not wait till the next evaluation.

3. WAYS OF RECEIVING FEEDBACK
1. The best way to get candid feedback from your team is to create a culture
of open and honest communication.
2. Ask insightful questions.
a. Having an open-door policy is great, but it doesn’t always motivate
employees to come forward with their comments, suggestions or
concerns. The key to bringing out truly honest feedback from
employees is to take the time to meet with them in an informal, one-
on-one setting.
3. Look around the room when you speak to your team. Do you see
downcast eyes? Averted gazes? Tight faces? At times, such reactions may
be appropriate—like if you announce bad news, or if an employee really
messed up and you call her out on it.

4. 3 steps for giving a productive feedback
1. Create safety. Your feedback usually won’t be productive if it’s focused
on making the other person feel bad or make them look foolish in front of
peers.
2. Be positive. give at least as much positive feedback as you do negative.
positive feedbacks stimulates the reward centers in the brain, leaving the
recipient open to talking new direction. Meanwhile, negative feedback
indicates that an adjustment needs to be made and the threat response
turns on and defensiveness sets in.
3. Be specific. People generally respond better to specific, positive direction.
Avoid saying things like, "You need to be more talkative in meetings." It's
too ambiguous and can be interpreted in a lot of personal ways.

5. Conducts periodic and frequent feedback
Carries out the process in person and personal way
Sets goals and expectations
Get ready for the board and ask your employees to prepare
Sets the feedback as a systematized and established process
Some other tips: