Quotes About Feedback

Thank your customer for complaining and mean it. Most will never bother to complain. They'll just walk away.

PALATABLE CRITICISM: In a performance review, don't offer more than three criticisms. That's all an employee can digest.

He is Your Customer, the Reason behind Your Customs.

The customers perception is your reality. What they think about your products, MATTER. If you dont put your customers perception first, THE GAME IS OVER.

Express Your Appreciation To Your Employees. Do Not Think They Already Know, Cause They Don't

Mutual understanding can never be attained by "communications down," can never be created by talking. It can result only from "communications up." It requires both the superior's willingness to listen and a tool especially designed to make lower managers heard.

control has to be by feedback from the work done. The work itself has to provide the information. If it has to be checked all the time, there is no control

We have to remember that we are not just giving students feedback; we are also teaching them to provide it.

The purpose of feedback is to improve conceptual understanding or increase strategic options while developing stamina, resilience, and motivation—expanding the vision of what is possible and how to get there.

If you're going to offer critique, focus on the process and possibility.

The last two forms of feedback, "You tried really hard" and "You found a good way to do it; could you think of other ways that would also work?" focus on different aspects of the process—effort and strategy—and not on the person.

In each case, the children who initially received the person-oriented praise, "You are a good drawer," responded less positively. The slightly different, but more process-oriented "You did a good job drawing" produced more positive responses in the children. The difference was particularly marked in the question regarding whether they felt happy or sad.

They found that when ideas could be criticized, the group generated more ideas and they were more creative than when either the person could be criticized or even when there was no evaluation at all.

The most important piece is to confirm what has been successful (so it will be repeated) and simultaneously assert the learner's competence so she will have the confidence to consider new

Marie Clay (1993) refers to this as attending to the "partially correct." Its significance cannot be overstated.

Finally, if you enjoyed this book, then I would be grateful if you will help other people to get this book and enjoy their reading by leaving a review on Amazon

reflexive loop":

Cause and effect are not closely related in time and space.

When our actions have consequences beyond our learning horizon, it becomes impossible to learn from direct experience.

the value of prototyping: Potential users of ideas are more comfortable sharing their honest reactions when it's rough

Es como la fábrica totalmente automatizada que se repara a sí misma. ¿Sabe a lo que se refiere la palabra «retroalimentación»?

Everything is a prototype," says Claudia. "So, we would do an org change and I would say to everyone, 'It's a prototype." Which means (a) I have permission to be wrong and (b) I want your feedback if it's not working.

For now, if you are a white writer writing about a character of color, here is one consideration: Do you have friends or colleagues of that race who would openly and freely tell you if you are failing in that task and how and why, and would you be willing to seriously consider their critiques?

The other thing about giving feedback is that you don't do it all day, every day. It's got to be in small doses at the right moment.