Constructive Feedback Delivery Flashcards
7 cards from real Soft Skills - Communication practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Constructive Feedback Delivery flashcards as text
What is the primary goal of a feedback follow-up meeting?
Answer: To review progress toward the goals set in the original feedback session
Follow-up meetings reinforce accountability and allow you to recognize progress or adjust the plan if challenges arise.
When should a manager avoid giving feedback?
Answer: When either party is highly emotional and not in a state to have a productive conversation
Feedback delivered when emotions are running high often escalates rather than resolves the issue — waiting for calm improves outcomes.
What is '360-degree feedback' primarily used for?
Answer: Gathering input from supervisors, peers, direct reports, and sometimes clients to provide a complete performance picture
360-degree feedback collects perspectives from multiple sources to give a more complete and balanced view of someone's performance.
Which of the following best demonstrates empathy during a feedback conversation?
Answer: 'I know this is hard to hear, and I appreciate you listening.'
Acknowledging that feedback can be difficult to receive validates the recipient's experience and builds psychological safety.
What role does body language play in delivering feedback?
Answer: Open, relaxed body language reinforces a non-threatening tone and increases receptiveness
Open body language — uncrossed arms, eye contact, calm posture — signals respect and safety, making the recipient more receptive.
How should feedback be adjusted when working with a very new employee versus a veteran?
Answer: New employees need more guidance and context; veterans may need less hand-holding but equally specific observations
New employees benefit from more explanation and support, while experienced employees may need directness and specificity without basic context.
What is the best way to give feedback when you are also partly responsible for the problem?
Answer: Acknowledge your own role in the situation before addressing the other person's behavior
Acknowledging shared responsibility demonstrates fairness, builds trust, and models the accountability you are asking of the other person.