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Here's how you can effectively give constructive feedback at work.

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Giving constructive feedback is an essential skill for effective workforce management, yet it can be challenging to master. In the workplace, feedback should be a tool for growth and improvement, not a source of dread or discomfort. To give feedback that is both useful and empowering, it's important to approach the process with empathy and clarity. By honing your feedback skills, you can contribute to a more positive and productive work environment where everyone feels valued and equipped to reach their potential.

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Juliana Gama

Analista de Recursos Humanos | Recrutadora | Gente & Gest?o | Gest?o de Benefícios | BP de RH | Consultora de…

1 Prepare Well

Before delivering feedback, take the time to prepare. Understand the context of the situation and the behaviors or outcomes you want to address. Consider the individual's strengths and how they can leverage them to improve. Preparation also involves choosing the right time and setting for the conversation—a private, neutral space is typically best. Ensuring you have a clear goal for the feedback session will help keep the conversation focused and constructive.

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Juliana Gama

Analista de Recursos Humanos | Recrutadora | Gente & Gest?o | Gest?o de Benefícios | BP de RH | Consultora de Recoloca??o
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Para um feedback verdadeiramente efetivo diversas pondera??es precisam ser realizadas antes, como por exemplo: 1. Pontos fortes do trabalhador - Exponha em quais habilidades ele se destaca, dessa forma ele poderá se sentir confiante para aprimorar cada vez mais essas habilidades; 2. Pontos de melhoria - Apresente de forma sucinta, transparente e imparcial, os pontos que considera que o colaborador precisa desenvolver para elevar sua performance; 3. Sugest?o de solu??es - Ao elencar os pontos de melhoria, também é importante considerar como a pessoa que recebeu o feedback poderá desenvolver tais habilidades, como realiza??o de cursos, participa??o em treinamentos, reorganiza??o de tarefas.

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2 Be Specific

When giving feedback, avoid vague comments that can lead to confusion or misinterpretation. Instead, provide specific examples to illustrate your points. This approach clarifies the behavior that needs changing and helps the recipient understand the practical steps they can take to improve. Specificity also makes your feedback more actionable, as it targets precise aspects rather than general work habits or personality traits.

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Juliana Gama

Analista de Recursos Humanos | Recrutadora | Gente & Gest?o | Gest?o de Benefícios | BP de RH | Consultora de Recoloca??o
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Seja direto ao transmitir a informa??o, dê como exemplo situa??es do dia-a-dia do colaborador, mas cuidado para n?o usar de compara??es com outros colaboradores ou situa??es que possam constrangê-lo. O ideal é expor situa??es em que ele teve a??es que possam ser destacadas positivamente, e/ou atitudes que mere?am a reflex?o dele para um abordagem diferente da situa??o.

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3 Focus on Behavior

It's crucial to focus on behaviors rather than personal attributes. Feedback should be about actions and their impact, not about personal characteristics. By separating the person from the behavior, you create a less defensive environment and encourage a mindset of growth and change. This approach fosters a constructive dialogue where the individual feels supported in their professional development rather than judged or criticized as a person.

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Juliana Gama

Analista de Recursos Humanos | Recrutadora | Gente & Gest?o | Gest?o de Benefícios | BP de RH | Consultora de Recoloca??o
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é importante lembrar que feedbacks construtivos precisam ser imparciais e que é preciso deixar de fora os vieses inconscientes, ou seja, julgar a personalidade ou profissionalismo do trabalhador. é importante que você ofere?a dados sobre o motivo daquele feedback e sobre o desempenho do profissional. O colaborador precisa ser direcionado a entender o impacto de suas atitudes em rela??o ao alcance dos resultados esperados, sejam eles positivos ou negativos.

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Angela H.

Workforce Management Professional, and Data Enthusiast
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A great framework for giving feedback is SBI or Situation Behavior Impact. In this framework the focus is moved from intention to impact, and provides a model for identify cause and effect of behaviors. Feedback using the SBI framework looks something like this: "When you missed the deadline on the project, down stream teams were delayed in beginning their work, and the delivery date for the project has been jeopardized."

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LUQMAN AHMAD ZAFAR

Director at Pureology Cleaner Limited | Innovative Electrical Engineer | Domestic Electrical Safety | Electrical System Installations | 18 edition Level 3 certified ????
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In giving feedback, focus on specific behaviors rather than personal attributes. For instance, highlight instances of effective troubleshooting in electrical systems or successful resolution of faults within domestic settings. This approach fosters a growth mindset and encourages professional development.

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4 Encourage Dialogue

Feedback should be a two-way conversation. Encourage the recipient to share their perspective and be open to discussing challenges they may face in making the desired changes. This dialogue can provide valuable insights into their motivations and thought processes, which can help tailor your support to their specific needs. Engaging in a dialogue also reinforces that the feedback process is a collaborative effort aimed at mutual improvement.

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Joshua Franklin

HR Advisory @ HRLeverage Africa | People Centered Enabler | Employer Branding Specialist | Workforce Architect | Human Capital Analyst | Technical Recruiter | Change Manager| L&D Administrator| SAP HCM
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Approach feedback conversations with empathy and respect for the employees's feelings and perspective. Use supportive and non-confrontational tone to facilitate a constructive dialogue.

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Amarachi Oduyemi

HR PROFESSIONAL || TALENT ACQUISTION AND MANAGEMENT || PEOPLE AND CULTURE || HR OPERATIONS || EMPLOYEE ENGAGEMENT|| RECRUITER || HR ADVISORY
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The good thing about giving constructive feedback is that it helps you as a manager get better response. In giving constructive feedback, I have found the sandwich method to be most effective for me. Praise the efforts or something good about the work/person then, point out the negative part next, you wrap it up with a positive comment or praise. Doing this will not only ensure the message/feedback is effectively communicated, the constructive feedback will also help in fostering better relationship at work.

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5 Offer Support

Offering support is a key element of constructive feedback. Let the recipient know that you are there to help them succeed and that you believe in their ability to improve. Discuss potential solutions or strategies they could use to address the feedback. By offering support, you demonstrate your commitment to their growth and strengthen their motivation to engage with the feedback constructively.

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6 Follow Up

After giving feedback, it's important to follow up. This shows that you are invested in the individual's progress and that the feedback wasn't just a one-time event. Schedule a time to revisit the discussion, assess improvements, and provide additional guidance if needed. Following up not only reinforces the importance of the feedback but also provides an opportunity to celebrate progress and adjust strategies as necessary.

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Juliana Gama

Analista de Recursos Humanos | Recrutadora | Gente & Gest?o | Gest?o de Benefícios | BP de RH | Consultora de Recoloca??o
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Ofere?a suporte. Um feedback bem estruturado precisa ser acompanhado, afim de verificar se foi efetivo. Se as solu??es propostas foram colocadas em prática, para direcionar o colaborador em possíveis dúvidas posteriores, para avaliar o progresso e se necessário reavaliar algumas estratégias.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can effectively give constructive feedback at work.

1

2

3

4

5

6

7

1 Prepare Well

2 Be Specific

3 Focus on Behavior

4 Encourage Dialogue

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Workforce Management

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Here's how you can effectively give constructive feedback at work.

1

2

3

4

5

6

7

1 Prepare Well

2 Be Specific

3 Focus on Behavior

4 Encourage Dialogue

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Workforce Management

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