Feedback is a crucial part of operational planning, as it helps you and your team improve your performance, align your goals, and resolve any issues. However, feedback can also be harmful if it is delivered in a way that is vague, harsh, or insensitive. How can you give feedback that is constructive, respectful, and effective? Here are some tips to follow.
Before you give feedback, make sure you have a clear and specific purpose. What do you want to achieve with your feedback? What are the strengths and weaknesses of the person or the work you are evaluating? How can you support your feedback with evidence and examples? How can you phrase your feedback in a positive and constructive way? Preparing your feedback will help you avoid being vague, inaccurate, or irrelevant.
Focus on the action or behavior, and be up front that you intend for it to be constructive. Then ask an open ended question about if they felt you were describing the issue fairly.
La clave para una retroalimentación constructiva radica en preparar tus comentarios, evita al máximo improvisar, mantén una actitud positiva y enfocarse en la preparación. Comienza reconociendo los logros de la persona antes de abordar las áreas de mejora. Sé específico y objetivo al dar ejemplos, utilizando un lenguaje neutral y enfocándote en soluciones. Mantén la calma, escucha con atención y agradece la receptividad del individuo. Recuerda que la retroalimentación es un proceso continuo, y que tu objetivo es ayudar a tu equipo o colaborador a mejorar su desempe?o a largo plazo.
1. Focus on Specific Behaviours: Rather than making broad, generalised criticisms, pinpoint specific behaviours or actions that need improvement. This makes the feedback more actionable and less personal. 2. Be Objective and Fact-Based: Base feedback on observable facts and evidence rather than assumptions or personal opinions. This helps to keep the conversation objective and reduces the likelihood of it being perceived as an attack. 3. Encourage Dialogue and Collaboration: Frame feedback as a two-way conversation rather than a one-sided critique. Encourage the employee to share their perspective, thoughts, and ideas for improvement. This fosters a collaborative environment and empowers the employee to take ownership of their development.
Timing and setting are important factors for giving feedback. You want to choose a time and place that is appropriate for the type of feedback you are giving, the relationship you have with the person, and the urgency of the situation. For example, if you have some minor suggestions for improvement, you might give them in a casual and informal way, such as in an email or a chat. However, if you have some serious concerns or criticisms, you might want to schedule a meeting or a call, and give them in a private and respectful way.
The sandwich method is a popular technique for giving feedback that balances positive and negative aspects. The idea is to start with a positive comment, then give your constructive criticism, and then end with another positive comment. This way, you can acknowledge the person's achievements and strengths, while also pointing out the areas that need improvement and suggesting solutions. The sandwich method can help you avoid being too harsh or demotivating, and instead encourage the person to learn and grow.
Giving feedback is not a one-way communication. You also need to listen and empathize with the person you are giving feedback to. Listening means paying attention to their verbal and non-verbal cues, asking open-ended questions, and clarifying any misunderstandings. Empathizing means showing that you care about their feelings, perspectives, and challenges, and that you are not judging or blaming them. Listening and empathizing can help you avoid being insensitive or defensive, and instead build trust and rapport.
La escucha activa y la empatía son pilares fundamentales para una retroalimentación constructiva, debes prestar atención total al proceso, sin interrupciones, demostrando interés genuino en la perspectiva de los participantes. Ponte en su lugar para comprender sus emociones y necesidades. Recuerda que la retroalimentación no se trata solo de dar tu opinión, sino también de crear un espacio de diálogo abierto y honesto. Al escuchar y empatizar, puedes crear un ambiente de confianza y fomentar la receptividad a tus comentarios.
Feedback is not a one-time event. It is an ongoing process that requires follow-up and support. After you give feedback, you need to check in with the person regularly, monitor their progress, and provide additional guidance or resources if needed. You also need to recognize and celebrate their achievements and improvements, and give them positive reinforcement. Following up and supporting can help you avoid being neglectful or inconsistent, and instead show that you are committed and invested in their success.
Se debe crear un espacio seguro y de confianza donde el equipo se sienta cómodo para recibir tus comentarios. Para lograrlo, debes esforzarte por ser positivo, constructivo y específico. Utiliza ejemplos relevantes y ofrece sugerencias prácticas. Escucha atentamente a los participantes y demuestra interés y respeto. Utiliza un tono amable estando abierto también a sus comentarios. Brinda también seguimiento y apoyo. Recuerda también destacar sus logros y objetivos alcanzados.