This recommendation can be productive in that it can make the session go more smoothly by focusing discussion on areas where disagreement exists.

This recommendation reduces anxiety, uncertainty, and feelings of lack of fairness and control that employees typically experience in a manager$-$driven "tell$-$and$-$sell" or "tell$-$and$-$listen" approach.

Having been confronted with the performance problem, if the manager continues to generate more and more examples of low performance, the employee may get defensive.

This recommendation is one of the most effective motivators of performance.

A major determinant of the effectiveness of a feedback session is the degree to which the subordinate is not surprised by the evaluation.

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Managers have a responsibility to correct performance deficiencies immediately on becoming aware of them.

Managers should choose a neutral location for the feedback session.

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A common mistake that managers make in providing performance feedback is to try to use the session as a chance to punish poorlv performing emplovees by telling them how utterlv lousv their performance is$.$