Practice vocabulary for giving and receiving performance feedback: 360 reviews, self-assessments, 1:1 delivery, growth areas, and recognition.
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1 / 5
A feedback process that collects input from a person's manager, peers, and direct reports is called:
The 360 feedback collects input from peers and reports — it provides a more complete picture of impact than manager feedback alone, capturing how the person influences across directions.
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The section of a performance review where an employee describes their own achievements and impact over the review period is called:
The self-assessment describes your impact — a strong self-assessment uses specific examples with measurable outcomes: 'I led the migration that reduced latency by 40%'.
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When a manager shares performance feedback with an employee in a private one-on-one meeting, this is described as:
The feedback is delivered in a 1:1 — private conversation allows the employee to react, ask questions, and have a dialogue, making the feedback more effective than written-only.
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The section of performance feedback that identifies skills or behaviors the employee should work on developing is called:
The growth areas feedback focuses on development — 'growth areas' is the professional phrasing preferred over 'weaknesses'; it frames the feedback as opportunity rather than deficit.
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When a manager specifically acknowledges an employee's contributions and positive impact, this type of feedback is called:
The recognition vocabulary includes phrases like 'Your work on X had significant impact', 'I want to call out your contribution to Y', 'The team noticed your extra effort on Z'.