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Fifteen.
15：
Most employees feel they don't get enough feedback. On the rare occasions they do get it, it's either too superficial or it's because some kind of problem has arisen, and so it comes across as negative. The key to giving effective feedback is to allow a time for it each month, so that it becomes a matter of course, just part of the work routine. Then staff won't get nervous about it, and it'll be more positive.
大多数员工觉得他们没有得到足够的反馈。在极少数情况下，他们确实得到了，这要么是太肤浅，要么是因为出现了某种问题，所以它给人的印象是消极的。给出有效反馈的关键是每个月留出一定的时间，这样它就变成了理所当然的事情，只是日常工作的一部分。这样员工就不会感到紧张，而且会更积极。
Sixteen.
16：
When a member of staff has made a serious mistake and you have no choice but to respond with serious negative feedback, then the best thing is to concentrate on what happened as a result of the criticised performance. That way your criticism will come across as reasoned and cannot be later dismissed by the employee as just your own unfair personal opinion. Don't just say that the work done was not satisfactory, but point out what effects it had.
当一名员工犯了严重的错误，你别无选择，只能用严重的负面反馈来回应，那么最好的办法就是专注于批评表现所导致的后果。这样一来，你的批评就会给人一种理性的印象，而不会被员工视作你不公的意见而拒绝。不要只说工作做得不满意，还要指出它的影响。
