4A Feedback Principles
From the book No Rules Rules - Netflix and the Culture of Reinvention
4A Feedback Model →
While Giving Feedback…
Aim to Assist
All feedback must be given with positive intent. Giving feedback in order to get frustration off your chest, intentionally hurt the other person, or to further your political agenda is not tolerated. Clearly explain how a specific change will help the other person, not you.
4A Feedback Model →
While Giving Feedback…
Actionable
Feedback without action is complaining. Your feedback must focus on what the recipient can do differently. Provide specific solutions and/or recommendations that will help the recipient move forward.
4A Feedback Model →
While Receiving Feedback…
Appreciate
Humans naturally provide a defense or excuse when receiving criticism to protect our egos and reputation. Challenge yourself to fight this natural reaction and ask yourself, “How can I show appreciation for this feedback by listening carefully, being open-minded, and becoming neither defensive nor angry?”
4A Feedback Model →
While Receiving Feedback…
Accept or Discard
All BME employees are required to listen and consider all feedback provided. You are not required to follow it. The giver and receiver must understand that the decision to react to the feedback is entirely up to the receiver. Either way, say “thank you” with sincerity.
4A Feedback Model →
4A Feedback Example
“You didn’t prepare for that client meeting, and it made us look bad.”
“If you start preparing for client meetings, our clients are more likely to see you as an expert, and we’re more likely to build a stronger partnership.”
1. Bad
3. Best
“If you start preparing for client meetings, our clients are more likely to see you as an expert.”
2. Better
4A Feedback Model →
Who Should I Give Feedback To?
4A Feedback Model →
Where & When Should I
Give Feedback?
4A Feedback Model →