Giving and Receiving Feedback 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 Giving and Receiving Feedback flashcards as text
Which scenario represents 'upward feedback' in an organizational context?
Answer: An employee providing feedback about their manager's leadership style
Upward feedback flows from subordinates to supervisors and is valuable for leadership development and accountability.
Why is it important to separate feedback from evaluation in developmental conversations?
Answer: Evaluation triggers self-protection, making people less open to developmental feedback
When people feel judged or rated, they become defensive and are less able to absorb learning-focused feedback.
What is the primary risk of relying solely on positive feedback in a team environment?
Answer: Performance problems go unaddressed and team quality declines
Exclusively positive feedback prevents people from identifying and correcting the behaviors that hold them back.
In feedback conversations, 'active listening' by the giver means:
Answer: Giving the recipient space to respond and genuinely hearing their perspective
Active listening means creating space for the recipient's response and demonstrating genuine interest in their perspective.
Which of the following is a common barrier to seeking feedback proactively?
Answer: Fear of learning something unflattering about oneself
Fear of negative self-discovery is the most common psychological barrier that prevents people from seeking feedback voluntarily.
When feedback is delivered with good intent but poor timing, the most likely outcome is:
Answer: The feedback is rejected or ignored due to the emotional context
Even well-intentioned feedback fails when timing is poor because emotional state determines receptivity more than intent.
A new employee asks their manager for feedback after one week on the job. The manager says 'it's too early to tell.' What would be a more effective managerial response?
Answer: Share specific early observations to help the employee calibrate quickly
Early, specific observations help new employees course-correct quickly and signal that the manager is engaged in their development.