Giving effective feedback: the two types of feedback, defined -- Sometimes negative feedback is best / Giving feedback that sticks: prevent a fight-or-flight response / A better way to deliver bad news: take an open approach to your discussion / The set-up-to-fail syndrome: how bosses create their own poor preformers / How to give feedback that helps people grow: establish trust, then focus on improvement / Recognize good work in a meaningful way: tailor your rewards to the person and the effort / Delivering an effective performance review: five basic ruls for getting it right / Managing performance when it's hard to measure: focus on the individual, not a rating / Stop worrying about your employee's weaknesses: emphasize their strengths to help them grow / How to set and support employee goals: set your people up to succeed / When to grant a promotion or raise: first, make sure they can do the job they want / Tips for record keeping: track performance so reviews run smoothly -- How to help and underperformer: identify the problem and see if coaching can help / Delivering criticism to a defensive employee: stick to the facts / How to give star performers productive feedback: discuss performance, new frontiers, and aspirations / Prioritizing feedback-even when time is short: three ways to be more efficient / Navigating the choppy waters of cross-cultural feedback: make subtle shifts to adapt your approach / How to discuss performance with your team: let them do the talking first