What do you do if your event planning colleagues need constructive feedback without causing conflict?

When providing constructive feedback to event planning colleagues, it's important to choose the right time and place, focus on specific behaviors, use a balanced approach like the "sandwich" method, be constructive in your language, encourage dialogue, focus on solutions, follow up on progress, and lead by example. The goal is to help them improve without causing conflict or defensiveness.

Timing is everything. While someone has gone through the hardship of planning and could be experiencing anxiety during the event, sharing your observations both positive and constructive can still be valued. Additionally, in my experience as someone providing feedback during an event, it’s not ‘what’s you say, it’s ‘how’ you say it.

In my experience, if you need to deliver difficult feedback, it's usually best to deliver it in a compliment sandwich. Start with a positive, lead into the feedback, then end on a positive note. This can either be a highlight of something else they've done well or a re-framing of the feedback that demonstrates how an improvement in this area can lead to better things for them. Always end things with the offer to discuss things further or to help where needed. Of course, timing in crucial as well. Wait for a time when both parties are free for an open dialogue and it won't negatively impact the event.

Whenever I needed to have a conversation of great importance with a colleague I always scheduled a meeting. If not, I might just sit down with them on a less hectic moment. Either way, I try to start the conversation by thanking them and giving positive feedback, as well as recognizing their good achievements. I try to be polite yet letting them know what the issue is and offering to work together if needed.

Communicate clearly! You have to be direct, clear, but nice. Transparency is very important. If you follow this type of culture from the beginning, it will be so much easier! And you have to communicate effectively and regularly to avoid misunderstanding. Important! Regularly doesn't mean every day calls.

An example I have seen work well: 1. Start by highlighting what was done well. 2. Follow up with constructive feedback on areas for improvement. 3. Conclude by reaffirming what was done well and offering praise.

I always use the sandwich method. Firstly, highlight the positives and great things about the event, the more specific the better. Secondly, identify the areas you think can be improved, making sure to suggest how they can be improved. Lastly, reiterate the good considering the factors that affected the success of the project that was out of their control.

- We should identify concrete examples e.g instead of general statements, pinpoint specific tasks or aspects of the event that require attention. For instance, mention a particular aspect of the event layout, the timing of a presentation, or the clarity of communication with vendors. - Highlight What Worked Well: Balance your feedback by acknowledging what was done successfully. This helps to frame constructive criticism positively and motivates colleagues to continue their good work.

We should be specific about timing, needs, datelines, arrangements, mindset. we must know what exactly looks like the result and give that vision to our team.

Over communicate set some expectations, shareyour thoughts and goals.frequent check ups. Always good to brainstorm for ideas . Definitely do a debrief after.

We can adopt a growth mindset with events so that we are always striving for improvements. Better experiences, lower costs, and more impactful storytelling in a rapidly changing economy and donor environment. By sharing constructive criticism, we are not putting someone down, we are creating an opportunity to learn so that we can be slightly more successful with each event.

Um programa rotineiro de prepara??o profissional e crescimento profissional direciona e amadurece o desenvolvimento profissional da equipe. Tornando a necessidade de capacita??o e aprimoramento um processo estimulado rotineiramente.

Give your feedback and listen! Of course, you need to listen to everyone's opinion to understand the situation and be able to solve the issue. Put your in the shoes of this person to understand the reason behind his/her actions. Communication has to be two-sided, not one-sided.

Listening is a key before any judgement or advice which can turn as unwanted. When you do it properly, you may realize the solution is simple or need deeper look, but no progress goes without initial investigation - paying attention. Simple conclusion: Learn to listen, not just hear.

Emphathy with the client is the key. Listen every detail and after satisfy with service and focus for resolve the problems in events

Listen to the colleagues opinion of themselves. Meaning what part of the event planning that they felt did not go well. Then respond first on what did go well and calmly suggest what didn’t with examples for improvement it the future. Use personal examples, where you had similar challenges and how you overcame them. Whether it was others feedback or trial and error. Either way, make sure you reflect a positive attitude and encouragement to build their confidence.

1) Show Genuine Interest: Demonstrate genuine interest in what your colleagues are saying by maintaining eye contact, nodding, and using verbal cues like "I see," or "That makes sense." 2) Avoid Interrupting: Allow your colleagues to express their thoughts fully without interrupting. Avoid formulating your response while they are speaking. 3) Paraphrase for Understanding: Summarize or paraphrase what you've heard to confirm understanding. For example, "It sounds like you're concerned about the timing of the setup. Is that correct?"

Our team has debriefing meetings after every event to share “what went well” & “even better if conversations in a respectful way to improve upon what we can change and let go of what we can’t. This allows us to be united in delivering the best events for our donors/guests.

Never forget the importance of a post-event meeting. On my team, we call this the “post mortem” where everyone on the team is tasked to coming to the table with bullet points about what worked well and what didn’t. But the key here is that every person also is asked to bring ideas for solutions to any elements that feel need improvement. Even if we have a stellar event, each team member keeps an eye out for things that can be done better—the “extras” that can make a great event an exceptional experience.

I really like asking questions. Sometimes, I probably ask too many or ask them in ways that make people feel like you’re criticizing through questioning. Before I ask a question I try and think about the situation we are in from “30K feet” and then try and put myself in the other persons position. This process helps me ask better questions with more intentionality.

Events are so complicated with many moving parts with staff and attendees, changing venues, food and drinks, A/V, and weather, among many other variables. We need to be open about what works and whether some problems have to be managed and can't be avoided. Staff who are stressed out and risk-averse will make mistakes. We need to communicate early and often with a focus on being a learning organization.

Giving your opinion with this concept: ‘While the achievements are significant, the omissions are also striking’ Giving positive feedback back along with the negative one is the best way to help someone accept the criticism and work on it confidently without being demotivated.

Following up on feedback can be a huge benefit to the one who received it. Many people - myself included - need time to process feedback and have a more open dialogue. It’s a great practice to check in and see if the person you have feedback to has any questions or needs any clarifications on anything that came up. Keep it casual and encourage them as you go.

First, I would make sure to speak privately, and I would make sure to be clear and concise. I personally dislike when people take too long or flourish it too much before getting to the point. A simple: Great work, it looks beautiful. I think if we finetune this _________, we can really exceed the expectations of the client!

It's important to approach the conversation with a positive and supportive attitude. Start by highlighting what they're doing well to set a positive tone. Then, frame your feedback in terms of specific observations and the impact of their actions, rather than personal criticisms. Be clear and direct about what could be improved and offer practical suggestions or solutions. Encourage a dialogue by asking for their perspective and actively listen to their responses. Conclude by reiterating your support and willingness to help them succeed.

Be clear, avoid misunderstanding, always double-check! Conflicts are normal, we are all people! But you need to learn how to solve them, and how to make everyone thrive in this work environment. The best way to do it is to define roles and responsibilities in the beginning, be open and transparent, share feedback when needed, and doub;e-check if something isn't celar!

While all the points in the article makes sense, in certain instances, I have often seen that people are sometimes to late to advise & damage is done or advise to soon & the colleague doesn't appreciates it. Hence, the right time, situation & place is very important. Approach the colleague when things have cooled down & it's not to late & with an open-mind, positive attitude & most importantly empathetic approach. Also, sometimes, see if the conversations can be done in a way, where the colleagues reaches the same constructive feedback/conclusions themselves, I have noticed people appreciating & responding to it more positively.

I regularly conduct reviews to celebrate successes and address areas for improvement. I emphasize collaboration, mutual respect, and a growth mindset to ensure feedback is constructive and focused on improvement. This approach fosters a culture of learning from both successes and mistakes, promoting shared success within the team.

Business is amazing but without personal experience reviews, you may not get future clients. Not all but most clients may be over thrilled with your service and forget to leave you/your business a review. Minimum 3 days I would suggest asking for a review about the service you provided. These reviews will help future clients and hiring you.