Here's how you can utilize feedback for professional growth and career progression in agribusiness.

In agribusiness, growth stems from embracing critique. Approach feedback with an open mind, recognizing it as a pathway to improvement. Reflect, learn, and apply insights to fortify your expertise, ensuring success in vital areas like crop management and sustainable farming practices.

Constructive maybe, but its still a hard pill to swallow. But look past the haters, acknowlegde the problem, and then its in focus and you can do somethjng about it… When you do something right, no one noticesehrn you mess up everyone does.. Murphys law

Define what will be covered in the feedback meeting Feedback requires preparation. You can even arrive at a meeting where you will offer feedback to the employee without having defined an agenda previously, but he tends to be confused with what was brought and without a vision of where he should work so that improvements can be made in order to deliver. more efficient. For this reason, before 1:1s (periodic meetings between leaders and leaders), always create an agenda. Understand that person's positive points and what aspects can be improved. But be careful: there is a technique called sandwich feedback that is neither suitable nor recommended.

In agribusiness, seek feedback to soar higher. Regular input from mentors, peers, and clients fuels continuous growth. Embrace this commitment to excellence, leveraging insights to sharpen strategies and stay ahead in a dynamic industry landscape.

Create a welcoming environment Giving tough feedback to the team is not always an easy task. There are even contexts that are naturally more complex, or that require a lot of preparation on the part of leadership, and the need to create a welcoming environment. Therefore, when we think about how to give negative feedback, it is always interesting to create a rapport right from the start, in which management (or the colleague) has the opportunity to make a person feel good and calm for that conversation.

Feedback fuels progress. Analyze insights to discern patterns, guiding targeted growth aligned with career aspirations. Set specific goals to address immediate needs and propel long-term success, forging a path of continuous improvement and achievement.

Be clear and precise in your speech Once again, we recommend avoiding sandwich feedback as much as possible. It is important that the speech is clear, cohesive and objective. You don't need to go around a lot to bring out the person's points of improvement. On the contrary, the more direct you are, the better it will be for her to understand your development points. Therefore, feedback needs to be given in a private forum. In it, it is possible to bring practical examples, bring development topics that really make sense to that professional's experience and make yourself available to assist in this process

Growth springs from action! Develop an action plan to enact feedback-driven changes, elevating skills and processes. Whether refining financial acumen or honing communication, tangible strides showcase dedication and fortify your professional standing in the industry.

Listen to the employee's comments Feedback is a moment in which you will bring your perceptions. However, it is also interesting to hear what the person has to say. Example: contrary to what we brought about in the hypothetical situation in the topic above, let's suppose that a person, when faced with a difficulty faced by a colleague, did not offer to help in any way. And, also, held a remote meeting with the camera turned off (when the person appointed by the company always has it on) and responded harshly when asked about a topic.

Monitor employee behavior later Another important point that should be highlighted is the importance of monitoring the employee’s development after feedback. In the previous topics, we briefly explained the development cycle in a company. When providing feedback and creating a PDI, you need to monitor. Understand: let's suppose that a professional has communication as a point of improvement. To achieve this, a project was created in which the employee would need to implement a new process flow for their area. In this sense, it was necessary for him to be in constant dialogue with the entire team and, whenever he completed a stage, he presented it to his colleagues.

Don't take feedback personally When giving feedback, it is important that management focuses on the behavior or technique that needs to be improved. Example: instead of "you are a very anxious person, that's why you acted that way", say "your behavior in this meeting due to anxiety meant that communication was not fluid". With this, you focused on a context, and not on the characteristics of the receiver, which helps him to receive it in a more positive way.