Here's how you can tailor feedback for peers and subordinates in a business setting.

It is important as it helps you to help others by sharing your view of their job roles. Since you have a neutral view of their job role, it may help others to see their jobs with a different angle.

Modify feedback for peers and subordinates involves aligning your approach with their roles and communication styles. Provide specific, actionable examples related to their responsibilities and goals, balancing positive observations with constructive suggestions. Adapt your feedback to their preferred communication style, whether direct or detailed. Approach the conversation with empathy, understanding their perspective and offering support. Encourage an open dialogue where they can share their thoughts and questions.

1. Clarity about Job Role - Be clear about the projects being undertaken by the team and their specific roles. 2. Feedforward - Give a feedback focused on improvement of the employee. Do not over criticize the concerned person. Rather , encourage them to see the bigger picture and how they can change their approach for better results. 3. Specific Actionable Steps - Align the feedback with the organisational objectives and give them actionable steps to work upon. 4. Commitment and Guidance - Encourage your subordinates to be committed for self -improvement and offer any assistance/guidance they might require during the process.

The purpose of the feedback is to help others to improve and it’s really important to customise your feedback as per the job role of your team member. Some roles have Standard operating procedures and some are just working as per ever changing requirements of a project. So feedback should be in terms of the challenges what they are facing and how our feedback can help them to overcome those challenges and win over them.

Constructive feedback is a critical tool for any team striving for excellence. Effective feedback should be relatable, using specific examples to connect with real events. It must also be delivered authentically—poorly thought-out feedback can harm your credibility as much as providing none at all. It is equally important that those receiving feedback must become comfortable with imperfection. Learning to accept practical, constructive criticism is a skill in itself and just as valuable for team growth.

In my experience, setting the right tone for feedback is crucial. Being perceived as a person first—someone who actively listens and understands—can break down hierarchical barriers that might make others feel threatened and closed off. After the other person shares their perspective, it's important to separate any personal contributions to the issue and steer the conversation towards setting professional standards for addressing the specific concern. This method fosters mutual respect and open communication, making feedback a collaborative tool for growth and development

Sempre equilibre o tom da comunica??o de forma a ser assertivo mas ao mesmo tempo apoiador e conciliador. Incentive um diálogo positivo, e algo que fa?a a pessoa a refletir de forma positiva.

Tone is not just about the inflection or your voice, or a choice of word. The medium used to deliver the feedback, the environment and the audience is also crucial in ensuring feedback can be consumed in the manner intended. Anger tends to receive anger in return and creates a negative feedback loop. Keep it positive where possible and constructive at all times.

In my opinion creating a safe environment for sharing feedback is crucial. Employees should feel safe and appreciated to give their honest feedback. Honesty should be rewarded i think. If leaders set the example to provide feedback to eachother in an honest humble way, i think more people dare to open up.

Creating a comprehensive training to start out for staff is amazing and provides them with a foundation. However, as you get to see your staff in action, you can see that sometimes a staff member might be less strong in a specific skillset or struggle with certain tasks. It doesn't help to keep focused on their general training. Work alongside them or observe them to be able to truly find out how you can give them functional feedback. Be honest, provide an example they can recall, or experience hands-on in real time depending on their learning style. This allows you to help them grow and learn from your feedback. The direct approach is just more efficient overall for you both as well.

Tailoring feedback with specificity is crucial for peers and subordinates. For peers, detailed feedback clarifies expectations and fosters collaboration. Instead of general comments, focus on specific actions or outcomes. This approach acknowledges their efforts and provides clear guidance for improvement. For subordinates, specific feedback is vital for growth. It offers clear examples of what’s working and what needs adjustment, reducing ambiguity. By giving actionable insights, you empower them to progress confidently. Specific feedback drives clarity, growth, and success.

A periodicidade do feedback é muito importante, n?o passe muito tempo sem essa "troca", mas escolha o melhor momento para fazê lo e n?o engesse essas a??es. Alguns retornos s?o importantes de forma imediata para corrigir passos e decis?es erradas sem prejudicar o resultado final.

Timing is everything for feedback in nearly every relationship... and don't forget that your tones and tamber are always important, as well as your body language... there is often more said in our non-verbal communication than in the words and Timing...

Adapte seu estilo de comunica??o ao estilo de aprendizagem e personalidade do indivíduo, seja mais direto ou mais diplomático, conforme apropriado.

Timing is crucial when delivering feedback because it helps individuals or organizations take corrective measures quickly. When feedback is given promptly, it is easier to identify and address the issues before they become more significant. Balancing this with finding the right moment and making sure the messaging is crafted in an effective approach is important when tailoring the feedback.

I agree with this statement. Timing really matters. It can really contribute to the overall success of a team if giving feedback is done in a comfortable setting with right timing.

Feedback is crucial not only for individual, but also for the overall success of an organization. It plays a significant role in continuous improvement, helping people grow, and aligning team efforts with business goals. The timing, the tone, and emotional context of the conversation can influence how the feedback is received and acted upon. Most importantly, feedback should be a two-way street. It shouldn’t just flow from leaders to employees. Employees need the opportunity to give feedback upward, too. In my opinion two-way communication helps build trust, keeps everyone aligned, and strengthens relationships. I believe: “If you don’t receive or give feedback, the interest in the person is mostly not there (anymore).”

Build a constructive and open environment. Begin by offering specific, actionable insights rather than general comments, and ensure you provide solutions or alternatives to address any issues. Encourage two-way communication by inviting their perspectives and actively listening to their responses. Balance your feedback by highlighting their strengths before addressing areas for improvement. Offer support, such as training or resources, and approach the conversation with empathy and patience.

Encoraje uma cultura de feedback bidirecional, onde os colegas e subordinados também se sintam à vontade para fornecer feedback sobre seu desempenho e estilo de lideran?a.

Following up on feedback is crucial for fostering growth. With peers, it shows you’re invested in their success and keeps the dialogue open for ongoing collaboration. It’s about reinforcing support and driving mutual progress. For subordinates, follow-up ensures accountability and development. It allows you to track progress, address challenges, and celebrate improvements. Consistent follow-up turns feedback into an ongoing conversation, demonstrating your commitment to their growth. Effective follow-up strengthens relationships and ensures lasting results.

Sem acompanhamento n?o é feedback. Mas acompanhar o que? Vamos lembrar que todo feedback gera uma a??o, sen?o é apenas mais uma conversa. Permita que o colaborador desenvolva o plano de a??o e o apoie se n?o conseguir sozinho. Use a técnica 5w2h e você verá o desenvolvimento do seu time decolar!

Definitely agree with the importance of “following up” in the so called process cycle of giving feedback. I’m not experienced supervisor or team leader, but personally as an employee, I highly appreciate the effort management makes in this subject.