Here's how you can deliver constructive and supportive feedback effectively.

In my experience understanding needs of team members starts by active listening to their routine tasks and demands of the job such as deadlines, reporting and presentations. For example after identifying individual strengths of the team through asking individual feedback questions, showing interest in their roles, paraphrasing and reflecting on the subordinate responses, then assign tasks according to the strengths of team members as well as let those with weaknesses be supported and encouraged by the more competent. That is those that are better physically in say sampling are paired with those with report writing skills so that together the team meets key performance goals.

I do believe in the importance of constructive feedback. Listen and "listen to listen" not to respond. Take time to digest and then empathise, don't sympathise. This will allow you to weigh the professional and personal aspects of the information you have gathered properly and in turn provide the best feedback you can while considering that the person you are responding to is both and employee and a human being.

Constructive and supportive feedback is dependent on validity of information at hand. Proper interrogation, investigation and understanding and insights to situation at hand leads to better feedback loops. If communication and storage of information is lost or contaminated then feedback can only measure up to what is available.

Para mi hay varios aspectos que son fundamantales; 1.Comunicacion Abierta 2.Empatia 3.Observa 4.Ofrece herramientas y soluciones para los problemas. 5.Solicita Retroalimentacion. Equipo unido = Equipo Fuerte

Effective feedback starts with empathy and clarity. Begin by understanding the needs. Be specific about the behavior of the addressing and its impact. Offer feedback in a timely manner, focusing on observations rather than assumptions, start with positive feedback, provide areas for improvement, and end with encouragement. Ensure feedback is actionable, suggesting clear steps for improvement. Finally, create an environment of trust and openness to foster continuous growth.

The best way to feedback is in writing. Written statements demonstrate commitment to action whilst encouraging a mechanism of reflection. Not everyone thinks the same, so providing clear, concise and simplistic language in writing often helps people to affirm understanding whilst providing an opportunity to analyse and process information.

Effective feedback requires specificity and empathy. Start by understanding the recipient's perspective and needs. Clearly identify the behavior or outcome you're addressing and its impact. Provide examples to illustrate your points. Offer feedback promptly and in a private setting. Begin with positive aspects, then address areas for improvement constructively. Offer specific suggestions for growth and development. Encourage open dialogue and collaboration. Follow up to ensure understanding and progress.

Seja objetivo com uso de exemplos concretos de situa??es que ocorreram e se possível com dados dos impactos que as falhas causaram em seu ambiente ou resultados.

Effective feedback requires specificity to make sure its very clear to your recipient what's happening on that way they understand the reason of the feedback and they will collaborate with you.

Specific is the usual aspect of where to come in and how to help with your team to make the work flow go smoothly and more effectively. And make much improvement in each task been given to your team members.

That's true Deliver feedback with a positive tone, focusing on strengths while addressing areas for improvement. This approach motivates the team and fosters a receptive environment.

Maintaining a positive tone I believe encompasses the majority of ideas on how to give feedback, whatever the situation using a tone that brews and stimulates desire to progress is essential for cohesion and attaining desired results.

In my opinion, maintaining a positive tone in feedback is like adding sunshine to a garden—it helps everything grow. It's about more than just softening criticism; it's like tending to flowers, acknowledging their beauty while gently guiding their growth. By focusing on strengths first, you're fertilizing the soil for improvement, showing your team that you see their potential and believe in their abilities. Just like a gardener nurtures each plant, your positive reinforcement nurtures your team's confidence and willingness to grow.

Deliver feedback with a positive tone to encourage growth and maintain morale. Start by acknowledging strengths and successes to build confidence. Express appreciation for effort and progress made. When addressing areas for improvement, frame feedback constructively, focusing on opportunities rather than shortcomings. Use encouraging language and offer support for development. Ensure the recipient feels valued and empowered to grow. Encourage open communication and collaboration to foster a positive feedback culture.

Maintaining a positive tone while providing feedback is crucial for fostering a supportive and constructive environment. Use Encouraging Language: Choose your words carefully to convey encouragement and support. Phrases like "I believe in your potential" or "You're making great progress" can motivate the individual to continue improving.

Giving feedback in a timely manner is imperative to reinforcing or correcting behavior. I utilize the SBI model (Situation, Behavior, Impact). S - Describing the situation including when/where it occurred. B - Describing what I observed - not making any assumptions. And I - Describing what I thought or felt in reaction to the behavior. By keeping it professional and in a positive manner, your subordinate can feel valued and continue their good behavior or feel thankful for the corrections to do good work.

Timely feedback is crucial for growth. Provide feedback promptly after observing the behavior or outcome, ensuring its relevance and impact are fresh in mind. Prompt feedback allows for immediate reflection and action, enhancing learning and development. Schedule regular check-ins to offer ongoing support and guidance. By addressing issues promptly, you demonstrate care and commitment to the recipient's success, fostering a culture of continuous improvement.

Timing of feedback does make or break the intended recipient, too soon can knock down moral and shatter confidence, while too late can be interpreted as a casual nature in policy. A calibrated timing is perfect to the team

Timely feedback is incredibly important for several reasons: Relevance: Providing feedback close to the event or behavior in question ensures that it remains relevant and fresh in the individual's mind. This makes it easier for them to connect the feedback to their actions and understand its significance. Immediate Correction: Timely feedback allows for immediate correction of any misunderstandings or mistakes. This helps prevent the behavior from becoming ingrained and allows the individual to make adjustments promptly. Retention: Feedback given soon after an event is more likely to be remembered and acted upon. Delayed feedback runs the risk of being forgotten or losing its impact over time.

Actually I partly disagree with this statement because some things need a cooling period before confronting. In these cases by waiting and allowing the situation to calm down it has helped to have a better open dialog with respect and dignity. In other cases it has to be handled quickly but that I find is not often.

Effective feedback involves a two-way dialogue. Encourage open communication by actively listening to the recipient's perspective. Create a safe space for sharing thoughts and feelings without judgment. Ask open-ended questions to understand their viewpoint and concerns. Provide constructive feedback with empathy, focusing on specific behaviors and their impact. Encourage the recipient to ask questions, seek clarification, and offer their insights. Engaging in a dialogue fosters mutual understanding, trust, and collaboration, leading to meaningful growth and development.

Good feedback is actually a two way dialogue. Being constructive, to the point. The aim should be to reach an agreeable conclusion or close to. No attacks either by words, demoralisation or physical. Allow for expression, calm the situation if any is getting out of hand and finally reach the solution.

Two-way dialogue in feedback sessions is essential for creating a collaborative and supportive environment where both parties can openly communicate and understand each other's perspectives. By fostering two-way dialogue during feedback sessions, you create an environment where individuals feel valued, respected, and empowered to take ownership of their own growth and development.

Everything, whether it be the battlefield or the boardroom, two way dialect is important to achieve the goal. The old saying two brains are better than one.

At the end of all feedbacks which will result to set some standards, goals or steps to follow. There should always be a follow up for other feedbacks until success is achieved. ??

Prior to retirement; I published what I called a Safety & Training Advisory... This document was issued every 10-14 days... It encompassed company rules and regulations of local, county and federal government agencies and the explanations of same... We had great success, as we did the roll-out portion at a company breakfast with spouses in attendance... The ten percenters will be what they may be... Having a signed & witnessed Advisory in each employee training file worked wonders...

Set aside time to have the discussion without interruptions, provide time for employee feedback. Make it a two way dialogue, find out what you need to improve on.

Allocation of time on your schedule to go through the matters arising as a priority and engaging the teams contributes to the issues.

You ought to be constantly specific to achieve the best outcomes in the point. Follow-up is the strong key that you should always carry with you at every level. Always elaborate your points in parts. You must first carefully understand the points in order to be able to provide good feedback. You should also inquire about the feedback from various perspectives and people in order to get multiple results.