It may not come naturally, but people in leadership roles must know how to ask for and receive feedback on their performance. Newsletters Games Share a News Tip. Featured. Featured.

Meeting customers' needs: It’s old-school thinking to brush off customer feedback thinking that you’re the expert and your client should just let you do your job.In fact, customer feedback can ...

Feedback isn’t just about highlighting the negatives. Both generations want praise, too. Praise motivates millennials and Gen Zers will walk away from a job if they don’t get enough of it.

We're not always the best judges of our own performance, so it's irresponsible to suggest that people should close themselves off to a precious resource for self-improvement.

Managers often have pre-conceived notions that can act as a barrier to giving timely, helpful, and honest performance feedback. Three of the most common preconceived notions are: 1) the feedback ...

Receiving feedback doesn't necessarily have to be terrifying, according to Shanita Williams, a feedback coach, professor and author of Feedback Mentality.In this episode, Williams and Stacy-Marie ...

Indirect feedback is when you hedge or ask indirect questions. For example, you might hedge like this: “I’m sorry, but I don’t feel your prototype is working correctly.” ...

“Feedback is one of the most powerful influences on learning and achievement, but this impact can be either positive or negative,” report John Hattie and Helen Timperley from the University of ...

When you begin giving feedback to someone, you should begin with the red light– or the thing that needs to stop or be corrected. Maybe this relates to a poor job someone is doing or how he or ...

Give one piece of constructive feedback and let it stand on its own. Don’t undermine your message by padding it with irrelevant positive statements. This might be uncomfortable at first, ...