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Good vibes

Our hack for giving feedback without hurting feelings

10
min
38

In this video

This video teaches you the simple trick to dealing with the 2 biggest reasons people don’t give feedback at work:

  1. Fear of hurting other people’s feelings, and
  2. Because the person didn’t ask for it

Key take outs
  1. Saving feedback for a later date, like a performance appraisal meeting or salary negotiation, is a bad idea 
  2. Learning how to give feedback in the moment, or within 24 hours, is a skill worth practising!
  3. Start with the FACT - i.e. the observable action(s), what you saw or heard
  4. Then move onto the FEELING - i.e. your subjective interpretation of the action(s)
  5. First try giving feedback to someone you trust and have a strong relationship with
  6. And try this method for reinforcing positive behaviours, while you build up to using it for something more critical
  7. Watch the strength of your workplace relationships soar as your colleagues see you have their best interests at heart 💜

This video teaches you the simple trick to dealing with the 2 biggest reasons people don’t give feedback at work:

  1. Fear of hurting other people’s feelings, and
  2. Because the person didn’t ask for it

Key take outs
  1. Saving feedback for a later date, like a performance appraisal meeting or salary negotiation, is a bad idea 
  2. Learning how to give feedback in the moment, or within 24 hours, is a skill worth practising!
  3. Start with the FACT - i.e. the observable action(s), what you saw or heard
  4. Then move onto the FEELING - i.e. your subjective interpretation of the action(s)
  5. First try giving feedback to someone you trust and have a strong relationship with
  6. And try this method for reinforcing positive behaviours, while you build up to using it for something more critical
  7. Watch the strength of your workplace relationships soar as your colleagues see you have their best interests at heart 💜

Get the guide (dark)

The single biggest factor separating a high performing team from one that fails is its feedback culture.

Get a free copy!
Get the guide (dark)

Get the guide (dark)

The single biggest factor separating a high performing team from one that fails is its feedback culture.

Get a free copy!

Get the guide (dark)

The single biggest factor separating a high performing team from one that fails is its feedback culture.

Get a free copy!
Get the guide (dark)

Get the guide (dark)

The single biggest factor separating a high performing team from one that fails is its feedback culture.

Get a free copy!

Join the thousands of people who’ve left painful performance