What do you do if your feedback isn't motivating or inspiring others?

If feedback fails to motivate reassess your approach to ensure it's constructive and tailored. Firstly, establish trust and rapport by actively listening and empathising with team members' perspectives. Focus on strengths and areas for improvement in a supportive manner, emphasising the potential for growth and development. Offer specific feedback, accompanied by practical suggestions for enhancement. Incorporate positive reinforcement to acknowledge progress and accomplishments, fostering a culture of appreciation and recognition. Continuously solicit input and feedback from team members to ensure your communication style aligns with their preferences and aspirations, therefore fostering a more motivating and inspiring environment.

When we are faced with feedback that fails to motivate or inspire it's very very imp to pivot towards a more empathetic approach . My suggestion take time to understand the perspectives & needs of those receiving the feedback. Engage in open dialogue to address any concerns or misunderstandings and simultaneously be receptive to their feedback on your feedback. By fostering a collaborative & supportive atmosphere we can cultivate a culture of kaizen where everyone feels valued and motivated to excel through each interaction .

If your feedback doesn’t make people feel motivated or inspired, try making it clearer and giving examples. Instead of just saying things, show them what you mean. Be helpful and say how they can do better, while also pointing out what they’re doing well. Think about how they might feel and talk to them in a way that they understand. Keep talking to them and checking how they’re doing. Remember, good feedback helps people improve and feel good about themselves.

I believe genuinely taking interests and getting to know your employees is critical in helping you deliver feedback. Knowing your employees on a deeper level will help you recognize the best ways to deliver feedback. Perhaps the employee that is lacking in efficiency is having a family matter that is affecting their performance, and you need to speak to them! Speaking to them at the beginning of the day about how things are progressing personally with them can easily segue into the performance feedback. This will have the person in the mindset of 1. You actually care about them (which you do and should). 2. They will understand they have support. 3. They will more than likely focus more on their work. Build the foundation for timing.

* Develop people by allowing them to own their mission. * Encourage feedback by involving them. * Show the recipients what they should do and what goals they have to achieve with the help of feedback. * Facilitate the execution of measures and achieve outcomes through assistance and resources provided to beneficiaries.

Feedback needn't motivate or inspire anyone. Feedback has to be real, well worded, constructive, instant, private or public depending upon good or bad and shared with patterns/examples and given with the intention to improve the employee. I repeat feedback has to be genuine and needn't be motivating. If after you sharing the feedback the employee hasn't shown improvement then two things possible. A) you haven't communicated clearly or haven't helped the employee with fixing it B) the employee doesn't want to work on it. For the first one, ensure while giving, the feedback is understood by the employee and for the second one also ensure there is clarification done to see if the employee is in alignment with the feedback and get committment.

If your feedback isn't motivating or inspiring others, it's crucial to acknowledge the importance of conflict management. This involves specific skills, like embracing a collaborative and integrative approach. Applying collaborative methods can help foster a healthier work environment, enhancing decision-making and negotiation while positively impacting the organizational climate. Careful assessment of the situation is essential, with leadership playing a vital role. Valuing ongoing learning and understanding employees' perceptions of themselves and the workplace are crucial. This enables the adjustment of feedback and communication strategies to align with employees' needs and expectations.