All details are provided in addtional materials.
Moss, meanwhile, prescribes the so-called “DASeR approach” for giving constructive feedback. Following “DASeR,” you, the dissenting employee, would first describe the issue of concern, acknowledge how you feel about it, specify what you’d like to do instead and reaffirm that you appreciate the chance to express your opinion. “This way, the employee feels more comfortable having a difficult conversation, and the recipient of constructive feedback feels less threatened,” Moss said.
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