Welcome to Manager Tools. Today's topic, feedback from your directs. What to Say. Part 2. Here we go. Okay, so in this public forum you allowed them to give feedback in inappropriate place and you covered the reasons why we might we might do that.

But we're also their manager right we also

have responsibility in terms of giving them feedback about their performance in this case

it's clearly inappropriate for them to give feedback to you. So do we say yes, listen to it, say

thank you, and then tell them, hey, okay, that's good, thanks, but don't do it again in the

future. How do we address that? How do we fulfill our obligation to give them feedback about this particular bit of performance?

Yeah, after the moment passes after you've said yes and say I'll consider it thanks a lot don't get me wrong folks

I'm not saying yeah thanks a lot right I'm not being sarcastic there but we have to be

careful okay your professional response your polite response yes, could be misconstrued as a justification for more, right?

It happens, folks.

So we need to tell them that what they did wasn't the right course of action.

Now look, we're going to assume here, folks, that you're doing one on a did wasn't the right course of action.

Now look, we're going to assume here folks that you're doing one-on-one's since you're giving

feedback and you wouldn't give feedback without a particularly negative feedback, but even

positive feedback, right?

We wouldn't have done that without doing one-on-ones for three or four months to build the relationship.

And now if you're not doing one-on-ones and you want to know how to implement feedback,

what we would say is, don't do that.

Thus, 90% of the managers 90% of the time.

But in your next one on one, you have, we have two recommendations, you got two options.

The first one is, give some negative feedback.

Now, if you've just announced the feedback model and said you're going to start with

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