Here's how you can ensure that feedback is received and understood by the recipient.

To ensure that feedback is received and understood by the recipient, begin by delivering it in a clear, concise, and respectful manner. Use specific examples to illustrate your points, making the feedback concrete and actionable. Check for understanding by asking the recipient to summarize what they heard and discuss any points of confusion. Encourage an open dialogue, inviting questions and providing additional clarification as needed. Follow up with written notes or action items to reinforce the feedback and create a reference point. Lastly, monitor progress and provide ongoing support to help the recipient implement the feedback effectively.

Effective feedback should be delivered promptly, as soon as possible after the event or behavior to keep details fresh. Use specific examples to illustrate your points and choose a private, comfortable setting to prevent defensiveness. Frame your feedback positively, emphasizing growth and improvement rather than just highlighting mistakes. Approach the conversation with empathy and respect, and ensure it’s a two-way dialogue by actively listening and acknowledging the recipient’s perspective. Adjust your approach based on their responses and body language, and if necessary, take a break and revisit the discussion later if they seem defensive.

The 1:1 conversation needs to be in a safe space and should have a friendly/empathetic tone. The feedback should not be generic, upper level statements which tends to confuse the listener. Use specific instances and examples, making it easier for listener to understand the scenarios. Try to understand the challenges faced by them as well to see how you can support with their growth. Finish off the meeting with actionable takeaways and steps to be taken as an improvement plan and clarity on the expectations from them. Align with the reviewee on all the action items. Leaving the conversation vague and open ended makes the entire review process ineffective.

Being specific in feedback ensures clarity, making it easier for the recipient to understand and act on it. Clear, detailed feedback highlights precise actions or behaviors, reducing ambiguity and minimizing misinterpretation. It directs attention to specific areas needing improvement or commendation, facilitating targeted growth. Additionally, specific feedback is more actionable, as it provides concrete examples and suggestions, aiding the recipient in developing a clear action plan. This approach fosters better communication, enhances understanding, and leads to more effective outcomes, ultimately improving performance and satisfaction for both the giver and receiver of feedback.

Si queremos corregir o hacer ver mil fallos, es más sencillo centrar os en pocos aspectos o incluso en uno solo, dejando claro este aspecto. Si le damos mucha información o no es clara, no valga para nada.

Seja Específico: Aqui está a verdade: feedback vago é como um abra?o virtual – todo mundo gosta, mas ninguém sabe exatamente o que fazer com ele. Ent?o, como ser específico? Vamos lá, eis uma das coisas que geralmente uso em meu dia-a-dia: 1. Quando você diz “ótimo trabalho!”, o destinatário fica tipo: ??♂?. Mas se você disser: “Seu relatório sobre a otimiza??o de Processos foi t?o claro que até meu av? entendeu. ??”, aí sim estamos falando! Especificidade é o tempero da comunica??o.

“Feedback is the breakfast of champions.” – Ken Blanchard I always structure my feedback with the “compliment, critique, compliment” approach. This ensures that the recipient feels valued and motivated to enhance their performance.

This method not only preserves the recipient's self-esteem but also encourages a mindset of growth and development. It's important, however, to ensure that the compliments are sincere and the critique is clear and actionable. This way, the recipient understands the areas of strength as well as the specific steps needed for improvement. Ultimately, this approach can foster a culture of continuous improvement and positive reinforcement.

Timely feedback is vital for effective accounting. Providing feedback promptly helps address issues before they escalate and supports continuous improvement. At my international rig company, giving quick, constructive feedback allowed for immediate adjustments, fostering a proactive environment and enhancing team performance and client satisfaction.

Feedback, delivered after an event, will do more than feedback months after an event. Having details fresh in each party's mind will allow your feedback to be more accurately heard and relevant to the receiver. Delayed feedback, in my opinion is greater than 30 days. Anything after is an attempt to recall information from memory that is disconnected from current operations. (This of course excludes ongoing projects). When you want, or need, to provide feedback to someone, be sure that you are delivering it in a timely fashion. If you are concerned about behavior, address immediately, if it is in regard to a process, address it within a week. Do not allow it to fall out of memory, otherwise it is irrelevant.

Following up after giving feedback is crucial for effective communication. As an accountant, checking in shows your commitment to improvement and support. At my international rig company, I found that revisiting feedback conversations and offering further assistance helped address concerns, fostered trust, and enhanced overall team performance.

One example that I have in my team is that we follow up after our feedback and see if there are any miscommunications, misunderstandings or other questions so that we keep the conversation going and improving our work experiences.

Encouraging dialogue in accounting is essential for accuracy and teamwork. Open communication helps identify issues early and fosters collaboration. At my international rig company, promoting open discussions with clients and colleagues improved problem-solving and strengthened relationships, leading to more efficient and effective financial management.

Encouraging dialogue is essentially co-creation. When you can do this, you actually empower the individual at hand and give them the feeling of being heard, seen and understood. Most humans crave that, so giving it to them will only enhance their future selves and how they operate at work

Primero, prepara tus comentarios con ejemplos concretos y específicos. Usa un lenguaje claro y directo, evita jergas o tecnicismos que puedan confundir. Asegúrate de darlo en un entorno adecuado, donde el destinatario se sienta cómodo y sin distracciones. Fomenta una conversación bidireccional, permitiendo al destinatario hacer preguntas y compartir su perspectiva. Utiliza la escucha activa para mostrar que valoras su punto de vista. Sé constructivo y enfócate en cómo mejorar, ofreciendo sugerencias prácticas y apoyo continuo. Finaliza la conversación recapitulando los puntos clave y confirmando que el destinatario comprende claramente los comentarios.

Also to make sure that the feedback was understood and delivered you can request the recipient to rephrase what you have just said.