 Hello, hope you're having a great day. I want to talk to you today about how to give effective feedback, right? Managers need to do this and it's one of the areas they have the biggest challenges on because I get feedback from employees all the time on things not being clear, them not getting enough feedback and just really not hearing enough from their managers. So I wanted to talk today about that because really the biggest barriers for employees to do great work are two-fold, right? They're unclear expectations and inadequate skills. So the job for our manager is really to give very, very clear directions and specific explicit feedback. So employees know where to aim and how to hit the target, right? And they also need help getting these skill sets and other education and things that they need to do to create behavioral changes. Those are the things that really work. Now, you know, great managers also provide feedback continuously. They focus on people's strength and they offer criticisms in private. And the other part of what they do in organizations is to create psychologically safe work environments and allow for healthy conflicts and debates, right? I mean, they're willing to also admit that they don't have all the answers and they can they make plenty of mistakes, right? Because otherwise, what happens is employees don't really understand that these managers are human beings, that they purveye themselves as being perfect, right? And so this is the seven-step model that I would use giving feedback that I've compiled from, you know, 100 plus managers. And one, it's describing when and where the situation, right, exactly what happened, where it happened and really just lay it out factually, right? Again, this is not the time to be emotional or to have a really loud voice or do anything else. You just want to talk to people during these seven steps. And then the second thing is you want to describe the specific behavior, right, that you want to address. The third is how it affected you and other people. So you clearly lay out the when, the where, what happened, right, and how this affected other people. And you do it in a factually way, and you don't personalize this as well, because that won't help. And the fourth step is you want to get their take on it because otherwise people feel like you're talking at them. This is not a two-way conversation, and you may not have all the facts. You may not have all the information and you need to understand it from their perspective to practice an empathy. Otherwise, people are just not going to take the feedback and use it. So what you want to say to them is, I like to get your take on it so I can better understand what's going on. Is there something missing? How do you perceive it, right? The fifth thing is, after you get that, you discuss it with them and now you have to be proactive. So you've got to start asking them, what are the next steps you're going to do to change this? How can I help you? Because you want the employee to start the solution. You don't want to give them the solution. You want to make them start thinking about this and offering things up and working on it, right? And you can proactively, number six, offer resources, help and other things. And then the seventh is what you want to do is you want to record the feedback and follow up. Because if you don't, there's no way to make sure that they actually go and do this and it comes full circle, right? Accountability is a key thing here. So it's described when and where the situation, talk about the specific behavior, you know, how it's affected you and or other people. Get their take on exactly what happened. If you're missing anything, do an action plan, offer resources and help them and then record and do this, right? Feedback is a gift and we don't want to be stingy with this. We want to be generous because it's the way that we can offer continuous improvement. And that's the other part of this is you need to be offering this and doing this in a continual behavior. Otherwise, you're only having it at certain points in times and that's not helpful. So I hope that helped you really understand how great managers give employee feedback and do it in a very effective way.