ответь на вопросы на английском в кратце после текста GIVING AND RECEIVING POSITIVE FEEDBACK Your manager stops you and says she needs to have a word about your performance in the recent project. You worry about it all weekend, wondering what you might

ответь на вопросы на английском в кратце после текста GIVING AND RECEIVING POSITIVE FEEDBACK
Your manager stops you and says she needs to have a word about your performance in the recent project. You worry about it all weekend, wondering what you might have done wrong. When you step into her office on Monday morning she begins by praising you for the good work you've done on the project, and you wonder if this is the obligatory praise that starts off the typical 'feedback sandwich'. You know how the feedback sandwich goes: say something nice, say what you really want to say, say something nice again.
In an attempt to inject some positivity into their feedback, many managers rely on sandwiching negative feedback between two positive comments. However, when feedback becomes such a routine, employees can start to perceive positive feedback as simply a form of sugarcoating the negatives, thus diminishing its value. Instead, positive feedback should not simply be seen as something to cushion the negative, but should be delivered so as to reinforce and encourage good performance. Below are three tips to help you make positive feedback count.
- Don't always follow positive feedback with negative feedback
- Cultivate a * 'growth mindset'
- Create a culture of offering positive feedback.
*The growth mindset is a belief system that promotes the idea that abilities and intelligence can be developed with time, effort, and dedication. These are all aspects of yourself that can grow, evolve, and improve with perseverance [pз:rsǝ virǝns] (ynopcmeo), and over time. A growth mindset is a perspective that welcomes and embraces learning, resilience (= flexibility), and growth from failures.
QUESTIONS:
1. What does the 'feedback sandwich' involve?
2. How can we create a culture of positive feedback?
3. What does the author suggest one should do to make positive feedback count? How far do you agree with this point of view?