Giving & Receiving
Feedback

You may need this program if...

Feedback is infrequent, poorly timed, critical and damaging to motivation.

The only time individuals get an indication of their own performance is at review time.

Reward and recognition programs, while costly and far-reaching, don’t seem to have the effect they once did.

Giving and receiving any feedback is very stressful to all parties involved.

Performance results are vague and subjective.

Program Outcomes:

For Manager version: 

See the value of feedback to a manager and his or her employees.

Recognize that feedback is part of an organization’s culture.

Avoid barriers to feedback.

Get ready for and hold an effective feedback conversation.

Handle difficult feedback reactions from employees, without damaging working relationships.

Set up a productive two-way dialogue with employees, responding well to feedback you as a manager may receive.

For Employee version:

Recognize the value of formal and informal feedback.

Understand how feedback fits into an organization’s performance management culture.

Know how to self-analyze your own performance.

Ask your manager and others for feedback.

Receive and apply feedback in a constructive way.

Give feedback upwards to your manager.