Here's how you can strengthen professional relationships through giving and receiving feedback.

Feedback é tecnica, se for muito cora??o, o objetivo se perde, se for muito sistemático o colaborador se distancia. Positivo / Negativo / Positivo, geralmente funciona bem. Mas lembre-se: feedback é treino.

Staying positive creates a safe space for open communication. It shows you value the other person's opinion and are open to learning, fostering trust and strengthening the relationship. ?? Be receptive: Listen actively, avoid defensiveness, and thank the person for their effort to help you improve. ?? Focus on specifics: Provide clear, actionable feedback. Highlight areas for improvement and suggest solutions. ?? Maintain positivity: Frame feedback as a chance to learn and grow together. Focus on the potential for improvement. Was it useful???

Start with Genuine Positivity Starting feedback with sincere praise sets a welcoming tone. This makes the recipient more receptive to constructive criticism. Genuinely recognize achievements to create a supportive environment, promoting open dialogue and mutual respect.

1. Create a Positive Environment: Build Trust: Establish a foundation of trust with your colleagues by being reliable, supportive, and open.Encourage Openness: Foster an environment where everyone feels comfortable sharing their thoughts and feedback without fear of negative consequences. 2. Start with Positives: Acknowledge Strengths: Begin feedback sessions by highlighting the strengths and positive contributions of the person you are giving feedback to. Celebrate Achievements: Recognize and celebrate accomplishments to create a positive and encouraging atmosphere. 3. Be Specific and Constructive: Provide Specific Examples: Use specific examples to illustrate your points, whether giving praise or constructive feedback. Focus on Behavior.

Strengthen professional relationships by beginning with positive feedback to create a friendly environment. Be specific to guarantee clarity. Listen actively to demonstrate respect and understanding. Maintain objectivity to ensure fairness. Encourage growth to promote development. Follow up to show dedication and accountability.

Vague feedback leaves them lost. "Good job" is nice, but "Your report's clarity on Q3 sales was impressive" pinpoints their strength. Specificity motivates by showing you see their efforts!

Always Be Specific Clear, specific feedback eliminates confusion. By providing concrete examples, the recipient knows exactly what to improve or keep. This shows that you value their work, making the feedback more actionable and motivating.

1. Prepare Thoroughly: Identify Key Points: Before giving feedback, identify the specific behaviors or actions you want to address. Be clear about what you observed and why it matters. Gather Examples: Collect concrete examples that illustrate your points. This helps make your feedback more credible and easier to understand. 2. Focus on Observable Behaviors Describe Actions, Not Traits: Focus on specific actions or behaviors rather than personal characteristics. For example, instead of saying, “You’re disorganized,” say, “I noticed that the reports were submitted late on two occasions.” Be Objective: Present facts without bias. Avoid making assumptions or judgments about the person's intentions. 3. Use Clear and Direct Language.Be Direct.

?? Be Specific: Instead of saying "good job," mention a specific aspect you liked about their work (e.g., "Your presentation slides were really clear and engaging. I especially liked the use of data visualizations"). This shows you were paying attention and offers valuable guidance. ?? Focus on Actionable Feedback: Offer suggestions for improvement that can be implemented (e.g., "In future reports, consider including a brief summary at the beginning"). This helps them grow and demonstrates your desire to see them succeed. Hope it helps!??

To help them get better (quicker) providing specific goals helps them know what to aim for or improve on. Your goal is to eliminate any confusion or prevent them from doing things that won't help. Create goals with them so that they know what they're working towards.

Feedback is a two-way street. Listen actively after your input: focus on their response, understand their viewpoint, and don't wait to jump back in. This shows respect, clarifies confusion, and reminds everyone it's a team effort to grow, not a one-way critique.

Focus on understanding the feedback without interrupting. Show that you’re paying attention by nodding and maintaining eye contact. If something isn’t clear, ask for examples or further explanation. This shows your interest in understanding and improving. Avoid becoming defensive. View feedback as an opportunity to learn and grow, rather than as a personal attack. And most importantly, show gratitude! Thank the person for their feedback, regardless of whether it’s positive or negative.

Strengthening professional relationships through feedback relies heavily on active listening. Here's why: ?? Grasp the Message: Active listening ensures you understand the other person's perspective and intent behind the feedback. This prevents misunderstandings and allows you to respond thoughtfully. ?? Show Respect: By truly listening, you demonstrate respect for the other person's opinion. This fosters a safe space for open communication, crucial for strong relationships. ?? Targeted Responses: When you actively listen, you can tailor your response to the specific feedback. This shows you value their input and are genuinely interested in growth. Hope it was useful!??

1. Show That You Are Listening: Nod and Use Affirmative Gestures: Nodding and using verbal affirmations like “I see” or “Go on” signal that you are following the conversation. Use Open Body Language: Maintain an open posture, avoid crossing your arms, and lean slightly forward to show interest. 2. Reflect and Paraphrase: Summarize Key Points: Reflect on what the speaker has said by summarizing their key points. For example, “So what I’m hearing is that you’re concerned about the project deadline.” Paraphrase to Confirm Understanding: Restate what the speaker has said in your own words to confirm understanding. For example, “You’re saying that the current process is causing delays, correct?” 3. Ask Open-Ended Questions: Encourage Elaboration

"Listen Actively Always" Active listening is crucial in feedback. Focusing on what the other person says and understanding their perspective demonstrates respect and clears up misunderstandings. This turns feedback into a collaborative process, aiming to improve both.

1. Focus on Behavior, Not Personality Describe Specific Actions: Address specific behaviors or actions rather than making it about the person’s character. For example, instead of saying, “You’re careless,” say, “I noticed that there were several errors in the report.” 2. Use Concrete Examples Provide Evidence: Back up your feedback with concrete examples. For instance, “In the last team meeting, you interrupted others multiple times,” rather than “You’re always interrupting.” 3. Stick to the Facts: Avoid Assumptions: Base your feedback on observable facts, not assumptions or interpretations. For example, “The project was delivered two days late,” rather than “You don’t care about deadlines.” 4. Be Clear and Specific Clarify Your Points.

Stay Objective: Focus on behaviors and outcomes rather than personal traits when giving feedback. This prevents defensiveness and keeps the conversation productive. By separating the person from their actions, feedback is seen as an opportunity for professional development rather than a personal attack. Objectivity ensures the feedback is fair and based on actual performance.

1. Adopt a Growth Mindset: Focus on Potential: Believe in the potential for growth and improvement in yourself and others. Communicate this belief during feedback sessions. Encourage Learning: Emphasize that feedback is an opportunity for learning and development, not just evaluation. 2. Provide Constructive Feedback Be Specific and Actionable: Offer clear, specific examples of behaviors that can be improved. Provide actionable suggestions for how to make those improvements. Highlight Opportunities for Growth: Point out areas where the person has the potential to develop new skills or enhance existing ones. 3. Balance Positive and Constructive Feedback Recognize Strengths: Acknowledge and praise what the person is doing well.

Creating an atmosphere of trust and respect is crucial for giving and receiving feedback. Offering specific, actionable insights demonstrates dedication to your colleagues' growth and helps them understand how to improve. By highlighting behaviors and suggesting actionable steps, you show your commitment to their success. Similarly, being open to receiving feedback with humility encourages others to share their insights without fear of causing offense. Actively listening without defensiveness is key to understanding perspectives and areas for improvement.

Encourage Growth: Use feedback to promote learning and development. Rather than just highlighting what went wrong, discuss potential solutions and strategies for improvement. This approach helps rectify issues and empowers your colleague to take charge of their professional growth. Encouraging growth fosters a culture of continuous learning and improvement, benefiting both the individual and the organization.

Follow Up: Ensure feedback leads to positive change by scheduling a follow-up to assess progress and provide additional support if needed. This demonstrates your investment in your colleague's development and reinforces that feedback is an ongoing process. Regular follow-ups maintain open communication and highlight the importance of the feedback given.

Do not only offer feedback but also support - offerring to share knowhow during the process is also very important to build better raport and a more fruitful relationship.

Sometimes the word feedback itself is already evoking negative reactions, so if you're in a situation where this might occur, you could try and frame it as a an open question on how that person has perceived the situation you would like to address. Before or afterwards you share your impression and what was maybe something you feel could be improved next time. Having established feedback processes is great, but sometimes an honest and open conversation takes off the edge of these official ways, and is sometimes already sufficient (not always though, and following established processes might still be necessary).