This document provides tips for effectively giving and receiving feedback: 1. Give positive feedback immediately but wait to give negative feedback until emotions have subsided. 2. Ask for the person's self-assessment first before sharing your own opinion to understand their perspective. 3. Focus feedback on specific behaviors or actions rather than general praise or criticism. 4. Limit feedback to the one or two most important points rather than overwhelming with multiple items. 5. Provide more praise than criticism and "cushion" critical feedback with praise before and after.

1. 1. Choose correct timing for feedback - Positive feedback is given immediately, whereas
negative feedback is given later, after the emotions of the event has subsided.
2. Ask for self-assessment first - Before you tell your opinion, first ask the person for theirs.
It is important to gauge whether or not the person is aware of the problem, and to find out
how they perceived the event.
3. Focus on specifics - General feedback (positive or negative) is really not useful. Tell the
person exactly what you liked or think needs improvement.
4. Limit feedback to a few important points - Do not inundate a person with 10 things that
they need to work on! Pick the top 1-2 points that are pressing, and discuss them only.
5. Provide more praise than corrective feedbac k - It is important to 'sandwich' the corrective
feedback with praise before and after it. Cushion the blow. This way you are encouraging
the person to learn from mistakes, still feel worthy, and keeping their confidence relatively
high.
6. Give praise for expected performance - It is still important to give praise to your top
performers. They need to hear it to continue to push themselves further and to keep
motivated. If you stop with the feedback, they look elsewhere. This is especially true for
high-flyer sales reps.
7. Develop Action Plans - It is great to give feedback, but it is better to develop a plan
together of how to continue the success and how to overcome challenges or weaknesses.
Both (or all) should agree on the plan.
8. Accepting feedback - control your emotions - We often feel we are being attacked when
someone gives us direct critical feedback. The first rule is to control your emotions and
listen openly, without interrupting to defend yourself. Use empathy to see their point of
view. This does not mean that you are agreeing or apologizing. You are just seeing their
side of things.
9. Expect DAWA - The common reaction for all of us when we hear criticism is first DENIAL,
then ANGER, then WITHDRAWAL, then finally ACCEPTANCE. Expect this from others and
yourself.
10. They are just words - it is how you interpret them that counts. Words only have the
meaning that we give them, and we should use more logic and less emotions to hear what
is being said, and if there is merit to the comment or not. Consider the source, the
situation, and take from it what is useful.