Here's how you can provide constructive feedback to a team member while maintaining a strong relationship.

While giving Feedback/sending emails, timing and professionalism is absolutely essential. Excellent communication, respect and recognising the people's efforts may influence the meaning of your message.

Be empathetic Good points for start and end of the discussion Maintain good relationship Be approachable Suggest and help them to improve

Timing is truly everything. The wrong timing may mean the message is not received in the way it was meant to. Apart from timing however is the way or the method the message was delivered. Together timing and delivery is everything and will determine how successful your message is received.

Constructive feedback given to a team member should be in a suggestive and empathetic tone. Ensure that it's private and confidential. It's necessary to start with a general conversation. Speak in a low and somber tone. Do not raise your voice whilst giving constructive feedback. Acknowledge their efforts and contributions. Then explain to them, why their current work needs improvement. How it would increase their value to the organization.

It is very important create a collaborative climate on the team. In this way problems can emerge without that someone will be blamed. Up to me this will be very useful to create a working group that has a common goal.

Substantiate with examples to avoid any confusion. The person receiving feedback must not feel that you have a grudge against them. Maintain objectivity while doing so. Provide reason and ways to improve with every point if feedback.

être préparé pour donner du feed-back en s’appuyant sur des faits et des exemples concrets qui concernent la personne. Se montrer disponible et ouvert aux opinions différentes et d’avoir en tirer le positif pour ensuite l’appliquer

I agree careful preparation is very important in this process. A key point of consideration in these times when constructing your list of observations is do not limit your points to just the negative observations. Have in your list observations where the employee got the point correct. This will allow the employee to see what “right” looks like and it also shows that the behavior is not binary. They are not 100% getting it wrong and you are giving them a direction to the behavior you are seeking. I find in today’s time, coaching to the correct behavior is more effective than coaching away from the less effective behavior. That way you can say, “When you performed in this manner, you and the company reach a mutual success.”

to be prepared with few examples, short but clear, will help a lot to explain where is the problem. this will be useful to explain why we need to improve and find a new strategy

Il faut surtout préparer la manière d’amener le sujet je dirai. Cela nécessite un savant mélange entre finesse et franchise. Il faut être direct sans être trop rentre dedans, et c’est ce qui est le plus compliqué. Préparer l’entretien permet cela et aussi de ne rien oublier.

Exatamente! Esta é a melhor forma que conhe?o e que utilizo sempre para dar feedbacks para todas as equipes que já liderei. Facilita muito na diminui??o do "impacto" e tem também o ponto sobre o fator psicológico de usarmos a palavra "mas" após darmos o feedback construtivo, pois o "mas" ajuda para que o que foi dito antes tenha menos peso em rela??o à próxima informa??o que está por vir.

It's high time every employee realises that our words can have a giant impact on someone's mental health. Hence constructive feedback must always be shared in a supportive tone, not that of condescension. Every employee, no matter their designation must undergo mandatory training on sophisticated communication in corporate.

It is very important create a collaborative atmosphere in the working group so, on my opinion, the best approach is first of all emphatize the good job that has been already done. Only then will it be possible to highlight some aspects that perhaps deserve more attention from the whole working group. In this way, no one will feel guilty, but everyone will have an interest in committing themselves to finding a common strategy

Providing positives to your employees is worth its weight in gold, many do not feel that they get the appreciated for what they do right, rather than what they do wrong, being able to provide this positive feedback not only acknowledges their work, but makes them feel valued even when you may have some negatives to work on.

It is highly important to start on a positive foot when discussing any sort of feedback, especially so when it comes to hard topics or areas of underperformance. It is important to show the individual that their attempts are recognized and a good start in the right direction, without doing this you often will only build emotional barriers that will deter the individual from learning. Not only is this important to maintain a good working relationship it is also important to ensure good mental health and to avoid burn out. An individual that only hears the negative will rarely seek to better themselves as they will push the onus from themselves to others.

Dans le fait d’être précis, il fait surtout illustrer ses propos. Reproche à quelqu’un une attitude ou un comportement sans le justifier par un exemple peut rendre le commentaire plus personnel et le collaborateur a plus de le chance de voir cela comme une attaque envers ce qu’il est et non ce qu’il fait. Illustrer ses propos peut aussi permettre de donner des pistes de progrès, des axes d’amélioration qui aideront le collaborateur à s’améliorer la prochaine fois.

There's a saying - you can't be a good leader without being an active listener. Listening actively to a team member helps to make him feel that his words are valued and thus the trust is built and plays a significant role in developing the mutual relationship.

Being an active listener makes people feel heard and acknowledged. Listening and repeating to show that you have listened provides the trust for your team, employees and others to be able to build on a positive relationship in the workplace.

Ne pas préparer sa réponse d’avance laisse la chance à notre interlocuteur de terminer son point et de faire valoir ses arguments. écouter est un art ! Pour une personne passionnée comme moi, c’est tout un défi de ne pas couper la parole aux autres. Jamais par manque de respect ou d’intérêt; toujours avec passion et authenticité

Está sempre aberto ao diálogo, a troca de informa??es, entender a vis?o é também nós educar a ouvir melhor, e está mais sábio a ajudar com mais harm?nia!

Following up is an effective and often forgotten step in the coaching process. As leaders we celebrate we had the uncomfortable conversation and then we turn our focus to the needs that are fighting for our attention. This is where work journaling and discipline with your task management system comes into play. I use Reminders to remind me a week after the coaching session to go through my journal and pull out positive observations the employee did to have a praise meeting to highlight the observations. This follow up praise meeting does so many positive things. It shows the employee you are looking and rewarding progress. It shows you did not forget and the employees growth is important. When people feel important, they act.

Ensure that you follow up with your team/employees not only on the positives but the negatives to ensure that both parties understand the conversations that have been had, but to also ensure that there aren't other issues or concerns that may need to be looked at as well.

To add on ,I always say how you say it can often be more important than what you say.The tone of your voice or written feedback is very crucial. It shouldn’t sound like the team member is incompetent but rather like a debriefing that provides lessons learned and ways to improve.

I always say "You don't know what you don't know", unless you actively seek answers or constantly upgrading your training, there are things you will miss, not understand or clearly don't know, and there's nothing wrong with that, ensuring that the right training is provided, reviews are undertaken and actively listening to your team/employees/peers, being able to communicate effectively is key to a healthy, happy work place.