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Here's how you can build trust and credibility with your team members while giving performance feedback.

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Giving performance feedback is a delicate balancing act that requires not just a keen understanding of the task at hand but also the interpersonal skills to deliver your message effectively. As a leader in risk management, your ability to communicate feedback while building trust and credibility is crucial for the growth and development of your team. This article will guide you through the process of giving feedback that fosters a positive work environment and encourages continuous improvement.

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Basima Ja'ara

Ph.D. in Management | PMP/PMI, ISTQB, ITIL, WCM Portal, EOT | Creativity & Innovation
Muhammad Hasan Mumtaz

Islamic Banking | Retail Banking | Business Strategy | Sales and Portfolio Management | Customer Experience
Shubhankar Kapoor

Project Manager | Top LinkedIn Voice- Risk Management

1 Foster Openness

To lay the foundation for trust, you must create an environment where openness is encouraged. Begin by sharing your own experiences and vulnerabilities related to performance feedback. This demonstrates that you value transparency and are not above the processes you expect your team to engage in. When team members see you as approachable and honest, they are more likely to be receptive to your feedback and view it as a constructive tool for their own development rather than criticism.

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Basima Ja'ara

Ph.D. in Management | PMP/PMI, ISTQB, ITIL, WCM Portal, EOT | Creativity & Innovation
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1. Provide timely and specific feedback. 2. Focus on behaviors and outcomes, not personalities. 3. Use active listening and empathy. 4. Offer constructive suggestions for improvement. 5. Recognize achievements and efforts. 6. Follow through on commitments and promises. 7. Encourage open dialogue and address concerns promptly.

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Muhammad Hasan Mumtaz

Islamic Banking | Retail Banking | Business Strategy | Sales and Portfolio Management | Customer Experience
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Building trust is crucial for effective performance feedback. Regularly communicate openly and empower your team. When delivering feedback, focus on specifics and positive reinforcement, frame it for development, and actively listen. To establish credibility, be honest, take responsibility, and follow through on action plans. This fosters a trusting environment where feedback is seen as a tool for growth, not criticism.

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Aniket Verma

CCIL Risk management || IIM - Ranchi MBA'24 || Ex - Vedanta Limited (HZL) || Jadavpur University'19
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Building trust around feedback starts with leader vulnerability. Share your own experiences to show you value transparency. This creates an approachable environment where feedback is seen as a development tool, not criticism, fostering trust and growth for everyone.

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Naima AL FALASI

AI Strategist & Advisor | Global Thought Leader & Public Speaker | WEF AI Governance Alliance Member | Advocate for Women Empowerment & Sustainability
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Fostering openness is key to building trust and credibility when giving performance feedback. Start by sharing your own experiences and vulnerabilities related to feedback. This approach shows that you value transparency and are engaged in the same processes you expect from your team. When team members perceive you as approachable and honest, they are more receptive to feedback, viewing it as a constructive tool for their development rather than criticism. Encouraging a culture of openness not only strengthens trust but also promotes continuous improvement and collaboration within the team, enhancing overall performance and morale.

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2 Be Consistent

Consistency in giving feedback is key to avoiding misunderstandings and building credibility. Ensure that your team members know what to expect from you in terms of feedback frequency, method, and format. By establishing a regular feedback schedule, you provide a sense of security and fairness. Team members are less likely to feel singled out or surprised by feedback sessions, and more likely to see them as part of their professional growth.

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Shubhankar Kapoor

Project Manager | Top LinkedIn Voice- Risk Management
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To build trust and credibility with my team while giving performance feedback, consistency is key. In a recent project, I implemented a system of regular bi-weekly check-ins to provide continuous feedback: consistently using clear and objective criteria to evaluate each team member's performance, proactive balanced positive reinforcement with constructive criticism, and highlighting achievements and areas for improvement.

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Aniket Verma

CCIL Risk management || IIM - Ranchi MBA'24 || Ex - Vedanta Limited (HZL) || Jadavpur University'19
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Consistent Feedback Builds Trust: Avoid misunderstandings and establish yourself as a reliable leader by providing consistent feedback. Set clear expectations on frequency, method, and format. Regular feedback schedules create a sense of fairness and security, making feedback a tool for growth, not a surprise attack.

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3 Focus on Facts

When providing performance feedback, it’s essential to base your comments on observable facts and specific examples. This approach minimizes the risk of personal biases affecting your judgment. By focusing on the facts, you not only make your feedback more actionable and objective but also demonstrate that your assessments are fair and rooted in reality, which can significantly enhance trust among team members.

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Shubhankar Kapoor

Project Manager | Top LinkedIn Voice- Risk Management
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To build trust and credibility with your team while giving performance feedback, focus on observable facts and specific examples. Here’s how: Be Specific: Use concrete instances rather than vague comments. For example, mention specific missed deadlines or delayed reports, such as a missed deadline on June 15th and a delayed report on June 22nd. Describe Impact: Explain how these instances affected the project and team, highlighting the impact on the timeline and increased workload on others. Stay Objective: Base your feedback on observable facts to keep it objective and constructive, avoiding personal bias. Actionable Steps: Provide clear steps for improvement based on the discussed examples.

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4 Show Empathy

Empathy is a powerful tool in risk management and is particularly effective when giving feedback. Strive to understand the perspective of your team members and acknowledge the challenges they face. By showing that you care about their experience and are willing to support them, you build deeper trust and encourage a more open dialogue about performance issues and professional development opportunities.

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5 Encourage Dialogue

Feedback should never be a one-way street. Encourage your team members to share their thoughts and feelings about the feedback provided. This not only helps clarify any misunderstandings but also allows them to take ownership of their development process. A respectful dialogue fosters a collaborative environment where trust thrives, and where feedback is seen as a shared responsibility rather than a top-down directive.

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6 Offer Support

Finally, ensure that your feedback is accompanied by an offer of support. Whether it’s additional training, resources, or simply your time, showing that you’re invested in your team members' success reinforces trust and credibility. This support demonstrates that you’re not only interested in their current performance but also committed to their long-term growth and success within the organization.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can build trust and credibility with your team members while giving performance feedback.

1

2

3

4

5

6

7

1 Foster Openness

2 Be Consistent

3 Focus on Facts

4 Show Empathy

5 Encourage Dialogue

6 Offer Support

7 Here’s what else to consider

Risk Management

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Here's how you can build trust and credibility with your team members while giving performance feedback.

1

2

3

4

5

6

7

1 Foster Openness

2 Be Consistent

3 Focus on Facts

4 Show Empathy

5 Encourage Dialogue

6 Offer Support

7 Here’s what else to consider

Risk Management

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