Here's how you can effectively give feedback to more experienced team members.

Go beyond acknowledging expertise; leverage it. Start by asking seasoned colleagues for their insights on the situation at hand. This not only shows respect but also positions your feedback as part of a larger conversation where their experience is valued. Use their knowledge to frame your feedback, highlighting how their expertise can address the issue. This collaborative approach fosters mutual respect and a shared commitment to improvement.

Respecting expertise involves recognizing and valuing the knowledge, skills, and experience that more seasoned team members bring to the table. It means acknowledging their contributions and understanding that their extensive background can offer valuable insights and perspectives. By showing deference to their expertise, you foster a culture of mutual respect and trust, which is crucial for effective teamwork and collaboration. This respect is not only about politeness but also about appreciating the depth of their experience and learning from it, which can enhance the overall performance and cohesion of the team.

Focus on developing your skills continually and prioritize personal growth without hindering others. Embrace challenges as opportunities for learning and improvement, ensuring each difficult situation becomes a stepping stone to greater proficiency. Strive to integrate lessons learned from setbacks into your approach, fostering resilience and innovation in your journey forward.

It is also important to act on some of their advice. If you only ask for their opinion and never act on it, they will likely end up frustrated.

“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” “Your number one customers are your people. Look after employees first and then customers last.” “Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”

To enhance specificity, use data and examples that resonate with their role and contributions. Instead of saying, “The report could be more detailed,” cite a particular section and explain how additional data could have bolstered the argument. Utilize metrics and benchmarks that they understand and appreciate, which helps ground your feedback in concrete terms and aligns it with their level of expertise.

Como diz o livro "Lideran?a: A Inteligência Emocional na Forma??o do Líder de Sucesso", concentrar-se em instancias específicas ao fornecer feedback é crucial. Esta abordagem evita mal-entendidos e dá ao colega um ponto de referência concreto para melhoria. Ser preciso ajuda a evitar percep??es de julgamentos amplos sobre o trabalho, especialmente importante ao lidar com profissionais experientes e sensíveis à crítica.

Feedback should be SMART (specific, measurable, attainable, relevant, and time bound). Try to give tactical examples when giving feedback to add credence. For example, if the feedback is to improve the aesthetics of a PowerPoint presentation, highlight what can be improved, how it can be improved, how long will it take, and most importantly, what value will it add).

It's very important show examples with the most details as possible. I use to take notes of situations when they happened. This helps to remember more details about situations. Also it's important report what happened, when happen, and the consequences about that situation. And ask what they think about this report. The exchange helps to know how they felt, and how you can direct your speech for the next facts.

Cuando necesito que un trabajador realice una labor específica, suelo dar las instrucciones claras y sin titubeos, explicándole el porqué necesito que lo haga de una manera precisa y no de otra. Ahora bien, cuando la instrucción va dirigida a un profesional experimentado o un superior en jerarquía, promover una comunicación efectiva siempre me ha dado buenos resultados, ya que expresar el motivo de mi petición abre un diálogo fructífero que permite ampliar el alcance del mismo.

Fostering dialogue is important to building trust which is essential for feedback to be taken seriously and to be worked upon. The tone of the conversation should be respectful and with an intent to help. Asking open ended questions (for eg, what do you think of this feedback?) also goes a long way. I ideally strive to give a balance in feedback (1 continue and 1 consider) to ensure I don’t sound too critical or rosy.

Employee Feedback is a double edged sword. Both sides have their opinions about the other. This barrier needs to be broken in order to have frank and productive feedback. In my capacity as a department manager, I always stated by highlighting the positives and slowly building on the points to point out what can be improved and made better. In short, I believe that mutual respect is key to an effective feedback

Through my experience, I have learned that communication is key to a healthy workplace environment. It helps increase the degree of satisfaction among employees. This is true with employees from different levels of experience. For dealing with experienced employees and providing feedback, a manager should ensure everyone has a respectful space for sharing his expertise and perspective. Promoting a two-way conversation is the best way to do so, and provides an opportunity to effectively give feedback.

Fostering dialogue is crucial for effective communication, collaboration, and conflict resolution. Give the speaker your undivided attention. Avoid interruptions and show that you're engaged in the conversation through nonverbal cues. Make an effort to understand the other person's perspective. Acknowledge their feelings and show that you respect their point of view. Be aware of any power imbalances in the conversation. Strive to create a safe space where everyone feels heard and valued. After the conversation, check in to see how things are progressing. Be invested in the ongoing dialogue and willing to make adjustments. By implementing these strategies, you can foster more effective and respectful dialogue in your relationships.

Engage in active listening to truly understand their perspective. When giving feedback, start with open-ended questions like, “How did you arrive at this solution?” This invites them to share their thought process and opens the door for a more nuanced discussion. Use paraphrasing to reflect their points back to them, ensuring you’ve accurately captured their views and creating a foundation for a constructive exchange.

Concordo com a afirmativa, visto que a comunica??o construtiva faz com que ambos possam conversar para ver as melhorias necessárias para o desenvolvimento profissional da equipe

When required offer support to team or CFT my means of training , mentoring on critical areas to ensure to achieve organisational goals.

Instead of just offering resources, propose co-developing a plan for addressing the feedback. This might involve setting up peer review sessions, suggesting a collaborative project, or facilitating access to specific training that aligns with their career goals. Showing a willingness to invest your time and effort in their development emphasizes your commitment to their success and the team’s overall growth.

Ao discutir áreas de melhoria, é vital oferecer suporte ou recursos para o desenvolvimento profissional, como treinamentos e mentoria. Isso demonstra seu compromisso com o crescimento do colega e o sucesso da equipe, transformando a crítica em desenvolvimento construtivo.

Me ha servido mucho pensar en ti mismo como un coach, usando inteligencia Emocional para ofrecer no solo el feedback, sino también las herramientas y recursos necesarios para mejorar, puede ser un game-changer. Esto podría incluir desde recursos de aprendizaje y acceso a nuevas tecnologías hasta mentiría. Mostrar que estás ahí para apoyar su crecimiento y desarrollo puede transformar la retroalimentación en una oportunidad emocionante de mejora y colaboración.

Be open to a two-way dialogue and their input on your feedback. Don't just lecture. Offer feedback privately and respectfully, not in front of others. Acknowledge their experience and expertise while still providing constructive feedback. Focus on future improvements rather than dwelling on past mistakes.

Timing is crucial when providing feedback to more experienced team members within organizations. It's not just about what you say but when and how you say it. Constructive criticism or suggestions should be approached with sensitivity and awareness of the recipient's workload, current mood, and immediate priorities. Choosing the right moment ensures that feedback is well-received and productive, fostering a culture of improvement without causing unnecessary friction. Effective timing also demonstrates respect for their expertise and contributions, enhancing mutual trust and collaboration within the team. Feedback given at the right time can make all the difference in promoting growth and development across all levels of the organization.

En un equipo de trabajo es esencial reconocer los perfiles de cada uno de sus integrantes para poder determinar de forma precisa cuál es el mejor momento para recibir un comentario positivo o negativo, de esta manera podemos ayudar a mitigar por ejemplo: una situación de estrés ense?ándoles por medio del ejemplo a modular su emociones. Es decir, si la emoción es la ira, pedirle tranquilamente que se tome un breve espacio para respirar profundo y calmarse con el fin de poder hablar sobre el conflicto que generó dicho estrés. De esta manera, es posible sentirse contenido y escuchado por parte del trabajador a cargo o compa?ero de equipo mejorando diametralmente la relación laboral.

é fundamental ter experiência e entender o comportamento do interlocutor e saber avaliar se está receptivo ou reativo, o tempo e o momento somente depende da "receptividade" e saber o momento que o interlocutor está aberto para receber sua avalia??o, geralmente depois de estabelecer um diálogo bidirecional e amistoso entre as partes. Você deve ter em mente que o feedback somente terá êxito se o interlocutor assimilar a mensagem enviada.

O acompanhamento é uma das melhores ferramentas para ter após um feedback construtivo, onde a pessoa pode mostrar que absorveu todos os pontos de melhorias e desenvolver outros, compartilhando assim com a equipe e os demais. Além disso, sendo exemplo para ser seguido entre os outros membros. E realiza??o do acompanhamento por parte do gestor é muito importante, para mostrar ao colaborador que ele está seguindo um caminho certo e que o gestor está ao seu lado para apoiar e desenvolver melhorias.

Schedule follow-up meetings is a key to improvement and making necessary adjustments to the goals. Since change is the only constant, changes in goal and processes are also important.

I think having a room of chat for project team it is where you will Follow up with more effort will be put to get A& B milestone achieved. Cz team will be open for constraints they are facing which help a team leader to remove them beside that he will will come to the team which is doing well and how this can be improved more .

Following up helps ensure that your message, question, or request was received and understood. Proactively following up demonstrates that you're taking ownership of a task or issue. It shows that you're responsible and willing to put in the effort necessary to get things done. In a business context, following up with contacts, leads, or customers helps build relationships. It shows you value them and are invested in their needs. Ultimately, the goal of following up is to move a process or decision forward. It helps prevent things from getting stuck or falling through the cracks.

é importante estabelecer um plano de a??o com acompanhamento e autoanálise do avaliado e interlocutor, pois se ele estiver receptivo a escrever, preparar o material e acompanhar, ele também estará atento as melhorias. Marque com clareza os tempos de feedback e reserve em sua agenda para que n?o haja falhas nestes períodos e mantenha atualizada a sua agenda e altera??es, caso ocorram para que o avaliado entenda que você está muito interessado em seu melhor desempenho.

1. Choose the Right Moment: "Can we chat privately about something?" 2. Start Positive: "You've done great work on this project." 3. Use "I" Statements: "I've noticed..." 4. Be Specific: "In meetings, some of my ideas didn't seem to be considered." 5. Show Empathy: "I understand you have a lot on your plate." 6. Suggest Solutions: "Can we ensure everyone's input is heard?" 7. Encourage Dialogue: "What are your thoughts on this?"

1. Build Trust: Establish a foundation of trust by being consistently transparent and fair in your interactions. 2. Understand Their Motivation: Tailor your feedback to align with their career goals and motivations. Understanding what drives them can help you present feedback in a way that resonates more deeply. 3. Balance Positive and Constructive Feedback: Always strive for a balanced approach. Pair every piece of constructive feedback with recognition of their strengths and achievements to keep the conversation positive and forward-looking. 4. Develop Emotional Intelligence: Cultivate emotional intelligence to sense how they are feeling about the feedback. Be prepared to adjust your approach based on their emotional responses.

Hi, since we are providing feedback to an experienced so acknowledgement of their knowledge is a must so use sandwich approach will work wonderfully.

Another key things that stands out is to water the ground first, this can be done by genuinely having interest in their perspective; 1. Laying the ground for open communication via respect. 2. Acknowledge their expertise (everyone loves to be marinated at least a bit??), giving specific instances of how their experience has influenced or benefited you genuinely. 3. Asking them about the topic you want to give suggestions on to understand what’s on their mind, this also helps to know if your suggestions are on the table already but yet to be implemented.

Para dar feedback seguro aos membros da equipe: escolha um ambiente privado, seja específico e objetivo, mantenha uma abordagem construtiva, ofere?a sugest?es e apoio, e esteja aberto ao diálogo. Dessa forma, você promove o desenvolvimento da equipe de forma eficaz e respeitosa.