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by Douglas R. Conant | 9:48 AM February 16, 2011 [For more, visit the Communication Insight Center .] Have you ever noticed how a pat on the back makes you feel great for days? If the praise comes in handwritten or email form, maybe you frame the note and put it on your wall so it can lift you up on a tough day or help you feel more engaged at work.
Sections of This Topic Include Feedback: Negative, Positive or Just Right? How to Share Useful – and Respectful – Feedback Additional Perspectives About Giving and Receiving Feedback Also see Related Library Topics Learn More in the Library's Blogs Related to Giving and Sharing Feedback In addition to the articles on this current page, see the following blogs which have posts related to Giving and Sharing Feedback.
Performance feedback can be given two ways: through constructive feedback or through praise and criticism. Don't fall into the trap of giving praise and criticism on employee performance. Constructive feedback is information-specific, issue-focused, and based on observations. It comes in two varieties: • Positive feedback is news or input to an employee about an effort well done. • Negative feedback is news to an employee about an effort that needs improvement.
An empty Johari window, with the "Rooms" arranged clockwise, starting with Room 1 at the top left The Johari window is a technique created by Joseph Luft and Harrington Ingham in 1955 [ 1 ] in the United States, used to help people better understand their relationship with self and others. It is used primarily in self-help groups and corporate settings as a heuristic exercise.