Giving feedback with emotional intelligence involves being aware of your own emotions and those of the employee, fostering a constructive and empathetic environment. Think about the specific behaviors or outcomes you want to address. Gather relevant examples to support your feedback. Frame your feedback from your perspective to avoid sounding accusatory. For example, instead of saying "You didn't meet your deadlines," try "I noticed that the deadlines were missed, which impacted the team's workflow." Show understanding of their perspective and any challenges they may have faced. Acknowledging their feelings can help build trust and rapport.

DELIVER FEEDBACK WITH EMPATHY Feedback is given with understanding and kindness, recognizing the employee's emotions. I ensure the discussion is private and respectful, creating a safe space for open dialogue. I focus on specific behaviors rather than personal traits and provide clear, actionable suggestions for improvement. By showing genuine care for their growth, I foster trust and encourage a positive response to the feedback.

Recognise the employee’s strengths or recent accomplishments, which shows appreciation and encourages openness. When discussing areas for improvement, focus on specific behaviors or outcomes rather than personal attributes. This approach keeps the feedback constructive and less likely to be perceived as a personal critique. Be mindful of your body language, ensuring they convey respect and encouragement. Ask questions to understand—this not only shows empathy but may reveal underlying issues affecting their performance. Encourage a two-way conversation by inviting them to share their thoughts on how they can improve. Conclude with actionable steps, offering support as needed, and reinforce your confidence in their ability to grow.

1. Start by asking "What support do you need to succeed?" before giving any feedback - this flips the traditional power dynamic 2. Share a recent personal mistake first to humanize yourself and create psychological safety 3. Use the "one breath rule" - if you can't deliver a piece of feedback in one breath, it's too complex and needs simplifying 4. Have them sit in your chair while you sit in theirs during the conversation - this physical role reversal creates empathy 5. Set a timer for exactly 3 minutes when giving difficult feedback - brevity reduces anxiety and prevents over-explaining 6. Ask them to repeat the feedback in their own emojis - this lightens the mood and ensures understanding without being patronizing

Crafting feedback that is both constructive and empathetic is essential in fostering a culture of growth and trust. In the realm of media and emerging technologies, where rapid changes can create tension, leaders must balance critical analysis with emotional awareness. This approach not only enhances individual performance but also strengthens team dynamics, enabling a more resilient organization. By integrating emotional intelligence into feedback mechanisms, we can navigate conflicts more effectively and promote an environment where innovation thrives, ultimately leading to better outcomes in both personal and professional realms.