Here's how you can deliver constructive feedback to team members without demotivating them.

As per me: Deliver constructive feedback by focusing on specific behaviors, not personal traits, and using positive language. Start with strengths before addressing areas for improvement. Be clear and specific about the issue and provide actionable suggestions. Ensure the conversation is two-way, inviting input and discussion. End on a positive note, reinforcing your confidence in their ability to improve.

1. Be Specific and Objective: Focus on specific behaviors or outcomes, not on personal attributes. Use clear examples to illustrate your points. 2. Timing: Provide feedback close to the event or behavior while it's still fresh but choose a moment when the person is receptive and not stressed. 3. Balance Positive and Negative: Start with positive feedback to acknowledge what the person is doing well before addressing areas for improvement. 4. Encourage Dialogue : Allow the team member to respond and discuss the feedback. 5. Offer Support: Show that you are there to help them improve. Provide resources, training, or mentoring if needed.

Focus on being specific and objective, highlighting behaviors rather than personal attributes. Use the 'sandwich' approach: start with positive feedback, provide constructive criticism, and end with encouragement. Ensure feedback is timely and part of a two-way dialogue. Offer solutions and support for improvement, and always communicate with empathy and respect. Follow up to reinforce positive changes and demonstrate your commitment to their development. This approach builds trust and promotes a positive work environment.

eedback delivered at an inappropriate time can lead to misunderstandings or defensiveness. For instance, if a team member is experiencing high stress due to tight deadlines or personal issues, they may not be in the right mindset to absorb constructive criticism. This can result in resistance to the feedback rather than openness

La crítica debe ser constructiva y por ende tener una intención. Por ejemplo, mejorar una conducta, una atención, una respuesta. Saber identificar el mejor momento para realizarla va a permitir que sea receptiva. Si la crítica se realiza en medio de un trabajo importante donde el equipo está en el tiempo máximo de entrega y hay tensión en el ambiente, es mejor no hacerla, a menos que esa conducta impacte significativamente en el resultado.

General comments can often create confusion and uncertainty among team members. To provide effective feedback, it is essential to be specific about the behaviors or outcomes being addressed. By highlighting particular instances and their impacts on both the team and customers, clarity is achieved. This specificity not only helps team members understand the context of the feedback but also emphasizes its importance. Ultimately, clear feedback guides individuals toward desired changes without overwhelming them.

It is important to align feedback with collective goals. Channeling feedback to show how certain behaviors and inactions could affect our goals and objectives helps team members view your feedback as motivation rather than as a personal critique.

State the situation, while describing the behavior, also be specific of the impact the behavior has had, and outline ways to improve.

Giving feedback is one of my favorite interactions with co workers. It gives us the opportunity to promote growth and improve ownership of responsibilities. I use words like earn instead of deserve, and ask for self reflection and self assessment to communicate that we are both invested in their success. I try to ask them how I can help them improve. I offer communication, direction, and training in return I ask for motivation, effort, and results.

t’s a pleasure and highly beneficial to offer feedback, as it fosters growth and improvement. When giving feedback, be clear about the specific behavior or outcome you are addressing. Highlight particular instances and their impact on the team and clients. This clarity helps team members understand the context and significance of the feedback, guiding them towards the desired change without feeling overwhelmed. Explain how making these changes can benefit the team and improve customer satisfaction. Show enthusiasm for their potential growth and improvement, reinforcing the positive outcomes of addressing the feedback.

1.Focus on the Behavior, Not the Person. 2.Start with Appreciation : Acknowledge their efforts before diving into areas for improvement. 3.Be Specific and Actionable: Vague feedback is unhelpful. Give concrete examples and suggest specific ways to improve. Frame as a Learning Opportunity: Position the feedback as a chance for them to develop their skills 4. Focus on the Future: Don't dwell on past mistakes. Discuss how to move forward and achieve success. 5.Offer Support and Resources 6.Make it a Two-Way Conversation.

o make feedback actionable, it is important to provide specific examples that illustrate both positive behaviors and areas needing improvement. This clarity helps individuals understand exactly what they can do differently moving forward.

Sugiero que este sea el preámbulo de la conversación, poniendo en primer lugar los aspectos positivos del feedback, luego se puede empezar a hablar de las aspectos a mejorar indicando las herramientas que se tienen a disposición para mejorar el desempe?o y el alcance de los objetivos planteados

Los enfoques deben ser siempre para sumar nunca para restar. Alentar y animar a los equipos para q se sientan reforzados. Se correcto y mira al futuro con ganas y energia

il est toujours utile de détecter en chacun de vos collaborateurs leurs forces et leurs faiblaisses puis créer des team entre les forts et les faibles histoires de rendre votre equipes plus forte et avoir des mini séances de travail constament avec votre équipe

It should sound like this, “I wanted to chat about the project last week. Great job on the presentation! Your explanation of the new strategy was clear and engaging. One thing I noticed was the timing of the deliverables; it seemed rushed at the end. If we could map out the timeline more precisely next time, it would save us stress. It’s been busy for everyone, and I felt the rush too. How about we break down tasks earlier and set smaller milestones? I can help with that if you’d like. Your attention to detail really made a difference, so let’s keep that up. Let’s touch base next week to see how it’s going. Thanks for being open to this!”

1.-Poner atención al lenguaje personal, para poder erradicarlo en medida de lo posible, practicar con textos escritos y luego textos hablados 2.-Crear previamente texto con los comentarios u observaciones a exponer, todo líder se prepara para un encuentro con su equipo 3.-Utiliza otros conectores que contribuyan a una comunicación fluida y entendible ("por eso..." / "en cambio..." / "con todo..." 4.-Unir la crítica constructiva + comentario de sugerencia de tal forma que tenga un impacto de mejora inmediato, énfasis en lo positivo 5.-En la comunicación oral es importante hacer pausas en la palabra adecuada.

Small changes in language have big impacts. For behavior or successes I address them with their win while guiding them to meet other opportunities I give our standard. Like this: compliment: you did a great job on this project. Corrective: We strive for 100% in this area. We achieve that with these behaviors. This gives them the win while supporting opportunities for growth as a team effort. It’s also a good idea to include them. How do you exemplify these behaviors or how can you and us as a team improve them. The goal is to get them engaged and commit to growth while feeling supported and included.

Instead, use "We" to connect constructive criticism with positive feedback. This small change in language can maintain a team member's confidence while still addressing areas for improvement, fostering a more productive and encouraging conversation.

As team members, how we choose our words matters. Instead of using "but" to contrast ideas, using "and" can help us build upon each other's thoughts and work collaboratively. It's about creating a supportive environment where everyone's perspectives are valued and integrated. Let's make a conscious effort to use "and" to foster teamwork and achieve better outcomes together.

Listening skills Most important way of listening is to write notes. Remember you can't remember everyone's opinion. This also shows that you are listening and you value their inputs as you note them down.

1.Preparation with Active Listening :Gather specific examples and desired outcomes. However, hold space to understand their perspective through open-ended questions like, "Can you walk me through your thought process on this?" 2.Actively Listen and Respond 3.Shift to Collaborative Problem-Solving. a) Brainstorm Together b) Offer Support 3.Benefits of Active Listening. a) Builds Trust b)Empowers Growth 4.Remember. a)Maintain a Positive Tone b)Be Specific and Actionable

We often want to speak failing to understand by listening we learn the right thing to say. Active listening also allows you the opportunity to mentor or train in areas that need improvement

This is one aspect many fail at.Getting it wrong can be costly no matter who you are. It needs to be practiced in all walks of life. Always listen to UNDERSTAND and not to reply. This goes deep, and if we all get it right then there will be less conflict.

Active listening is key to fostering participation in any organization. Construction feedback then goes a longer way contributing to the overall success rate in the organization

Schedule a Follow-up Meeting: After the initial feedback schedule a follow-up to check on progress & answer any questions. Tailor the Follow-up: Consider their preferred communication style (email, quick chat, etc.) Focus on Progress, Not Perfection: Celebrate their efforts & acknowledge any improvements they've made. Focus on the journey of growth, not just end goal. Offer Additional Support: See if they need further resources or training based on initial feedback. This demonstrates your commitment to their devl. Positive Reinforcement: Highlight their strengths and +ve contributions alongside any areas for improvement. Open Com.: Encourage them to keep you updated on their progress & voice any concerns they might have.

Following up effectively involves timely communication, clarity, and consideration for others' needs. Ensure your follow-ups are prompt, providing necessary information or updates. Use a polite tone and acknowledge previous interactions to maintain continuity. Tailor your messages to the recipient's preferences, whether via email, call, or in person. Demonstrate reliability by fulfilling promises and commitments. Lastly, be proactive, anticipating future needs or questions to streamline communication and demonstrate professionalism.

Go into the conversation with an expression of working together to improve. Set follow up dates at the start of the conversation and position it as a regular 1 on 1 check in’s to continue to discuss successes and areas of focus on whatever you are working on improving. Make the issue a collaborative process so they feel they are being supported through improvement rather than disciplined for failure.

le suivi est très important pour la croissance de votre activité, il est utile de suivre de bout en bout vos collaborateurs. fixer des périodes de suivis et faire des contr?les régulier en tête à tête.

Creating a tentative follow up schedule together is essential in tracking progress as well as clarification of expectations.

Providing feedback effectively varies when it comes to colleagues or subordinates. Establishing trust with the individual is crucial as it influences how the feedback is received and its impact. Another key technique is to encourage them to reflect on a situation and consider what improvements could be made if given another opportunity. This approach fosters self-reflection and introspection, empowering them to grow without feeling targeted.#TrustBuilding

I want to emphasize the importance of constructive criticism in our growth journey. I believe in each of you and your potential to excel. When I offer feedback, it’s not to criticize but to guide you towards improvement. Our aim is to learn and evolve together. Mistakes are part of the process, and addressing them constructively helps us grow stronger. Remember, my intention is never to demotivate but to inspire and support your professional development.

Because I don’t take public criticism so well, I lean towards giving feedback privately unless it is directed to more than one person or the entire team. I feel that public criticism, no matter how constructive, can come off as embarrassing and could rather defeat the intended purpose of correcting and motivating. That way, the group sees the change as the individual’s doing and they get credit for it.

Na minha experiência a forma como fornecer o feedback faz total diferen?a. é importante iniciar um feedback realizando o refor?o positivo dos comportamentos, atitudes e resultados que est?o evoluindo com excelência e que portanto representam um contribui??o relevante do colaborador ou profissional com que estivermos falando. Depois, tocamos em pontos de melhoria, situa??es em que podemos perguntar: existe outra forma de conduzir tal situa??o ou comportamento efetuado? Neste momento precisamos ser pontuais a situa??o que se deseja melhorar. Deve provocar a reflex?o, o segredo é fazer a outra parte raciocinar sobre alternativas de conduta. Por fim destacar novamente um fato positivo, para assim finalizar em um clima próspero e contributivo.