Here's how you can deliver constructive feedback to your team members effectively.

I usually encourage the team members to share their perspectives and ideas. I try to listen to their point of view and be open to their suggestions. This makes the feedback process more collaborative and less one-sided. For example: "What do you think you should do to achieve your sales target as you already know that you will miss this? Is there anything that I can do?"

Start by highlighting what they’re doing well, so they know their strengths. Then, address areas for improvement with specific examples, focusing on behaviors rather than personal traits. Be clear and direct, but keep the tone supportive. Offer suggestions for how they can improve and let them know you’re there to help. Make it a conversation, not a lecture—ask for their thoughts and input. The goal is to help them grow, not tear them down.

Muitas vezes “dar feedback” é confundido com algo ruim. Na verdade, o feedback é um ferramenta super valiosa de desenvolvimento e engajamento do time. As novas gera??es, especialmente a Gera??o Z que está chegando fortemente no mercado de trabalho, precisa ter muita clareza, entendimento do impacto de seu trabalho no todo e feedbacks constantes. Incluir nas agendas dos líderes um momento de ‘one to one’ com feedbacks sobre performance/comportamento torna-se fundamental para a garantia de um time alinhado, motivado e de alta performance.

Providing good feedback is a very powerful tool for engaging employees. Feedback should be consistent, meaning the message should be clear and to the point, with context and guidance for improvement. Any confusing message will lead to misunderstandings. So, when giving feedback, be prepared and create a good environment with the employee, because the goal is to leave the conversation feeling better.

Timing is crucial when delivering feedback, as it can impact how well it's received. Choose a moment when your team member is likely to be open and receptive, avoiding stressful periods or just before deadlines, which can lead to defensiveness or misunderstandings. Aim for a calm and private environment where you can have an uninterrupted conversation. This thoughtful approach ensures your feedback is heard and taken seriously, promoting a more constructive and positive response.

Timing is so important when delivering feedback! Giving feedback frequently that is specific will go a long way. If you see something unacceptable happen, it is important to address it in the moment. That being said, you need to know how your team members will react based on the environment they are in. Assume positive intent and redirect as needed.

Seja prático durante a reuni?o, vá direto ao ponto, evitando rodeios e assegurando que as mensagens sejam claras e objetivas. Mostre respeito, ouvindo ativamente o que o colaborador tem a dizer. Após a conversa, formalize o feedback, registre-o junto ao departamento de Recursos Humanos e encaminhe-o ao colaborador para que ele também tenha um registro. é fundamental que você desenvolva um plano de a??o no final da conversa. Reconhe?a as conquistas e comportamentos positivos do colaborador. Além disso, elabore um plano de desenvolvimento que contemple os pontos de melhoria discutidos, garantindo que o colaborador saiba o que precisa ser aprimorado e como isso será acompanhado ao longo do tempo.

When providing feedback, it's important to avoid generalities that can leave the recipient unclear about what to improve. Be precise about what worked well and what didn't. Point to specific moments where taking initiative could have had a positive impact. By being clear and detailed, your feedback becomes more actionable and helps the individual understand exactly which behaviors to focus on, leading to more meaningful and targeted improvements in their performance.

Vague feedback can lead to confusion, so it's important to be as specific as possible. When offering feedback, clearly highlight the actions that were effective and those that need improvement. For example, instead of saying "Be more proactive," point out a specific instance where taking initiative could have had a positive impact. This level of detail makes your feedback actionable and helps the team member understand exactly which behaviors to continue or adjust, leading to more targeted and effective performance improvements.

Being super specific when providing feedback is the key. Stay away from judgment and generalization, and use open-ended questions to open up the discussion and get the other person's perspective on root causes and ways to stop the undesired results.

The important 7 feedback steps, all in parallel: 1?? Appreciate your colleague both privately and publicly. (Not only their potential.) 2?? Catch them doing things right. Celebrate their successes. 3?? Ask how specific actions can improve, make suggestions where necessary. 4?? Ask them to monitor progress, step in constructively where necessary. 5?? Provide guidance and be accessible. 6?? Care about them. 7?? Listen with attention.

As a leader, it's essential to understand that the purpose of providing feedback is to drive better results for the future. With this mindset, you can avoid the common pitfall of focusing on 'faults' and 'failures,' which often leads to demotivation. Remember, employees come to work to find fulfillment in their day—not necessarily to go above and beyond in building your business. They don't need lectures; they need guidance in an environment where feedback is seen as a tool for growth, not blame. Maintain a positive, collaborative tone, emphasizing that you're both working towards the same goals. After all, if you're unable to inspire positive change in an employee, the failure is on you!.

Constructive feedback is most effective when it focuses on fostering growth and learning. Highlight the potential you see in your team member and make it clear that the feedback is intended to help them achieve that potential. Frame suggestions for improvement as opportunities for development, not criticisms. By centering on growth, you promote a positive, forward-thinking environment that encourages your team member to focus on improving, rather than dwelling on past mistakes.

Delivering constructive feedback effectively requires a focus on growth by highlighting opportunities for improvement rather than just pointing out mistakes. It's important to frame feedback as a path to development, emphasizing strengths and potential. By offering specific, actionable suggestions, you encourage your team members to take ownership of their progress. Always maintain a positive tone and express confidence in their ability to grow. This approach fosters a learning environment where feedback becomes a tool for personal and professional development, rather than a source of criticism.

Fomentar el diálogo abierto en la estrategia empresarial es fundamental para mejorar la productividad, innovación, gestión del cambio, cultura de colaboración, compromiso de los empleados, responsabilidad corporativa y resolución de problemas. Esto contribuye a una organización más eficiente, ética y exitosa. En mi experiencia, la retroalimentación es esencial para mejorar el desempe?o, motivar y comprometer a los empleados, fomentar una cultura de comunicación abierta, promover el desarrollo personal y profesional, resolver problemas de manera temprana, reconocer y valorar los logros, gestionar el cambio y mejorar el bienestar laboral.

Feedback should be a two-way conversation, so encourage your team member to share their thoughts and engage in a dialogue about the feedback. This exchange allows you to understand their challenges better and tailor your support to their unique needs. Open communication fosters a sense of value and trust, making the team member feel heard and appreciated. Additionally, it can provide you with valuable insights to refine your own leadership approach and improve team dynamics.

Eu particularmente gosto bastante dos modelos de feedback 360. O Feedback 360 graus é uma ferramenta de avalia??o de desempenho que coleta feedback de diversas fontes ao redor do colaborador, como superiores, colegas de trabalho e subordinados. O objetivo é oferecer uma vis?o completa e holística do desempenho de uma pessoa, abordando tanto suas competências técnicas quanto comportamentais. Quando é usado da maneira correta tem um grande potencial de impacto positivo na organiza??o.

O registro de feedback é uma prática fundamental para o desenvolvimento contínuo, tanto individual quanto organizacional. é o que garante o acompanhamento do feedback. Ele envolve documentar as observa??es, sugest?es e críticas construtivas sobre o desempenho do time. Registrar o feedback possui várias vantagens e pode ser feito de diversas maneiras, como relatórios escritos, formulários, sistemas digitais ou até em reuni?es formais ou e-mails. O importante, é registrar!