Appreciate: Natural human inclination is to provide a defense or excuse when receiving criticism we all reflexively seek to protect our egos and reputation.Wrong feedback to me in Cuba would have been to stop at the comment, “Your presentation is undermining its own messages.” Right feedback was, “The way you ask the audience for input is resulting in only Americans participating.” Even better would have been: “If you can find a way to solicit contributions from other nationalities in the room your presentation will be more powerful.” Actionable: Your feedback must focus on what the recipient can do differently.Right feedback would be, “If you stop picking your teeth in external partner meetings, the partners are more likely to see you as professional, and we’re more likely to build a strong relationship.” “The way you pick your teeth in meetings with external partners is irritating” is wrong feedback. Clearly explain how a specific behaviour change will help the individual or the company, not how it will help you. Giving feedback in order to get frustration off your chest, intentionally hurting the other person, or furthering your political agenda is not tolerated. Aim to assist: Feedback must be given with positive intent.I know, corny as hell, but do not be put off by the name. It also provides guidelines on how Netflix is trying to master the art. A good thing about 'No Rules Rules' is that it does not just point out difficulties. And their favorite way to do that might be to stab their colleagues in the front and then say 'I was just being candid.'

Jerks are likely to rip your organization apart from the inside. The cost of jerks on effective teamwork is too high. Many may think ‘This guy is so brilliant we can't afford to lose him’.' But it does not matter how brilliant your jerk is, if you keep him in the team you cannot benefit from candor. Reed Hastings: 'If you are promoting a culture of candor on your team, you have to get rid of the jerks. The result? The most valuable feedback is never given.īut there is another pitfall in giving feedback. To stay friends, team members keep the tough feedback to themselves. They find it hard to be critical because they are afraid of hurting the other person. Many people struggle to give helpful feedback.

Netflix no rule