Here's how you can effectively give feedback to team members on their delegated tasks.

Prepare Well: Before providing feedback, gather all relevant information about the task, including the team member's goals, objectives, and any challenges they faced. This ensures that your feedback is informed and constructive. Focus on Behavior, Not Personality: When giving feedback, focus on the specific behavior or action that needs improvement, rather than making personal attacks or criticisms. This helps team members understand what they need to change without becoming defensive. Be Specific and Objective: Provide specific, objective feedback that is based on facts and data. Avoid generalizations or subjective opinions, and instead focus on measurable outcomes and results.

As a medical professional, managing project timelines effectively requires a delicate balance between achieving project goals, patient care, and unforeseen circumstances. Here are some strategies I've found helpful: Prioritization & Flexibility: I prioritize tasks based on urgency and impact on patient care. Unexpected situations arise, so I remain flexible, rescheduling non-critical tasks or seeking additional support within the team. Realistic Delegation: I delegate tasks effectively based on team member expertise and workload. This avoids overburdening anyone and ensures tasks are completed efficiently.

These include but not limited to clarity, specificity, and empathy. You can begin with positive reinforcement to acknowledge their efforts and strengths. Use clear, specific examples to address areas for improvement, focusing on the task, not the person. Employ the "SBI" model: Situation, Behavior, Impact. Depending on who, how, why, what; it is best to tailor each for specifics and sometimes communicate over days not in one stressful sitting.

Eficiência Operacional: A gest?o de servi?os de saúde foca na otimiza??o de recursos para garantir atendimento de qualidade e redu??o de custos.

Effectively giving feedback on delegated tasks involves clarity, specificity, and empathy. Start by acknowledging the efforts and achievements of your team members, creating a positive foundation for your feedback. Be specific about the areas that need improvement, providing clear examples and actionable suggestions. Maintain an open and supportive tone, encouraging dialogue and allowing team members to share their perspectives. Follow up to ensure they have the necessary resources and support to make the improvements, fostering a culture of continuous growth and collaboration.

Give feedback as soon as possible after the task is completed. This ensures that the experience is fresh in everyone's mind and makes the feedback more relevant and actionable.

I always strive to give relevant feedback while taking into consideration if it should be immediate or warrants a bit of time to address. Feedback being positive or negative is always about timing. If you don’t give feedback at the appropriate time to a team or team member you will not have respect as a leader. People want to know how they are doing. Yell loud the wins and… discuss the opportunities behind closed doors.

Giving timely feedback will help your team "connect the dots" and see the real consequences of incomplete processes. However, reflective learning after taking action is equally important. Once you have provided timely feedback, please make sure to add this item to the team's business meeting agenda.

Working as a Rapid Response/Code Blue Nurse, especially post pandemic, so many things can happen in one shift so it is important to give feedback right away. I’ve been in situations in which there are multiple codes or traumas happening in one night, so to give feedback immediately after a situation when it’s fresh helps to improve the process on the next event. Plus by responding promptly within a more immediate timeframe, you allow the individual or team to achieve immediate gratification for the things they did positively. Research and surveys show immediate or prompt positive feedback can be such a game changer in the long term retention of employees to an institution.

Start with what they did well before moving on to areas for improvement. This approach, often called the "sandwich method," it helps keep morale high and ensures that feedback is received in a positive light.

In my experience, achieving a balance between positive reinforcement and constructive criticism is in the eye of the beholder. Since there is nothing new under the sun, people know when they are getting the manipulation "sandwich" and being "feel-felt-found"ed. Ditch the techniques and treat people like human beings... like you would want to be treated. As leaders and managers, our job is "not to tear down jungles, but to irrigate deserts." - C.S. Lewis. If you are authentically interested and investing in their success, people will see and feel this. When they are clear and confident in "This is what's in it for me." you will see performance improve. We all do things for our own reasons and no one else's. The only way you know is to ask.

Specificity in feedback is the key that turns the entire engine. If you're vaguely telling someone they "did a good job recently" or "might want to look into a few things," you're better off saying nothing. Nobody can read your mind and the unintended consequences of someone's imagination filling in the gaps for you aren't productive.

Importante colocar os fatos precisos. Pontuar e descrever de forma específica reduz a chance do colaborador considerar o feedback como uma crítica.

In my experience as a manager, I always started with a positive and ended with a positive and in between were ideas/suggestions on what needed improvement. People appreciate feedback - they like to know what they are doing well and what they could improve on. Staying positive is so useful in sharing this information with employees.

Antes de tudo é importante você avaliar o seu planejamento e delegar a um liderado que saiba fazer a tal tarefa. No momento em você delegar deixa claro o que você espera. Ao fazer um feedback, traga para o seu liderado pontos reais para que ela entenda e saiba como melhorar na próxima atividade. Evite supor exemplos. Isso n?o é considerado feedback.

Instead of vague comments like "Good job" or "This needs work," provide specific examples of what was done well and what can be improved. Clarity helps team members understand exactly what they need to adjust.

In healthcare settings one needs to respect patient confidentiality and sharing sensitive information while discussing feedback.

I find this very useful. Open communication is the key here. This way all the involve parties feel included and valued. This way we can get the best result.

Make feedback a two-way conversation. Ask for their input on how they felt about the task and if they have any suggestions for improvement. This fosters a collaborative environment and makes them feel valued.

In my experience, fostering a culture of open dialogue during feedback sessions enhances the effectiveness of the feedback and supports team development. When giving feedback on delegated tasks, it's crucial to encourage team members to express their views and discuss any challenges they faced. Start the feedback session by asking open-ended questions about how they approached the task and what obstacles they encountered. This approach not only gives you insight into their problem-solving strategies but also helps identify areas where they might need more support or resources.

If you don’t ask the team who does the job what their options are…don’t expect the team to just tell you. If you don’t involve them it’s a sure way for quick employee turnover, and continuous failed solutions. Ask your team members! They have amazing solutions and will respect and value you as a leader.

There are several ways to track the effectiveness of your feedback after providing it: 1. Follow-up conversations: - Schedule a specific time - Open the discussion for further feedback 2. Monitor performance metrics: - Identify relevant metrics - Compare before and after 3. Self-assessment surveys: - Simple surveys - Focus on application and impact 4. Observe behavior changes: Look for practical application

Know your team as a team. Know the members as individuals and what they bring to the table and are looking for in their career. Meet with them consistently. Ask for their opinions. Celebrate their wins and keep their short comings in private. Most of all be humble. After all, we all want to be heard, celebrated and continue to learn and grow.

Effective feedback in healthcare management enhances team performance and patient care. First, prepare well by understanding the task and its goals. Timely feedback is crucial; addressing issues quickly prevents escalation. Stay positive to motivate and inspire improvement. Be specific to provide clear guidance. Encourage dialogue to ensure mutual understanding and collaboration. Follow up to monitor progress and offer additional support. Moreover, consider cultural sensitivities and individual differences to tailor your feedback approach, fostering a supportive and productive work environment.