Here's how you can effectively provide feedback to an accounting subordinate.

Effective feedback is crucial for an accounting subordinate's professional development and team efficiency to deliver feedback effectively, follow these steps: 1- Prepare for the feedback session by gathering relevant data and examples, setting clear objectives, choosing the right time and place, creating a positive environment, and being respectful and empathetic. 2- Encourage two-way communication by actively listening and asking open-ended questions. 3- Offer constructive solutions, such as suggesting improvements and offering support and resources. 4- Set clear goals and follow up with follow-up meetings to review progress and provide ongoing support.

Feedback must have a purpose which must be to improve the entire reporting function and not to chide the subordinate over poor performance. Once this is set, the right condition for feedback is established.

Seja Específico: Em vez de dizer “Você fez um bom trabalho”, diga “Você fez um excelente trabalho ao fechar os livros este mês de forma rápida e precisa”. Foque no Comportamento, N?o na Pessoa: Evite fazer declara??es que possam ser percebidas como pessoais. Em vez disso, concentre-se em comportamentos específicos e no impacto que eles têm. Seja Oportuno: Forne?a feedback logo após o evento para que seja relevante e útil. Promova o Diálogo: Encoraje a discuss?o e esteja aberto a ouvir a perspectiva do seu subordinado. Seja Positivo e Construtivo: Lembre-se de que o objetivo do feedback é ajudar o indivíduo a crescer e melhorar. Portanto, seja encorajador e ofere?a sugest?es práticas para melhorias.

When giving feedback to an accounting subordinate, keep a professional tone and use precise terms. Recognize their efforts, like their attention to detail in reconciling accounts and timely report submissions. Address any discrepancies in ledger entries, proposing strategies for improvement and emphasizing compliance with accounting standards. Encourage deepening their understanding of tax regulations to enhance our financial processes. Express confidence in their dedication and eagerness to learn, ensuring continued excellence in their role.

Feedback must be constant, transparent and to improve performance. Again, feedback should be always constructive and never destructive, focused on the future and not the past. We must remember that people learn in safe environments and not in a state of alert.

In order to give an effective feedback to our subordinates, we need to follow these step: 1. Investigative: What's known - We need to start by clarifying their purposed, asking themselves what they want to achieve and what they need to learn; 2. Speculative: What if? - To give broader perspective, reframing the problem and explore outside the box solution; 3. Productive: Now What? - Assessing each subordinate talent, capability, time and other resources that help us to determine the course of action; 4. Interpretive: So, What? - Redefine core issue - go beneath the surface and drawn out the implication of an idea; 5. Subjective: What's Unsaid? - Deal with personal frustrations or hidden agendas that can push decision making off the course.

Engage with the subordinates on a brief but regular dialogue basis to encourage the team members to speak up, to give their feedback & vice versa for you to do the same ie. giving your feedback to them in a 2-way communication, to contribute their inputs & to voice out any issues as opposed to divide & rule. Just as respect is to be earned, the more confident the team members are towards you will facilitate team work & team playing & camaraderie making life easy for everyone in the team to the extent of even giving feedback informally to the team members made possible.