What do you do if your feedback to employees in a leadership role is not effective?

I recognise the need of excellent communication, especially when delivering feedback to staff in leadership positions. A friendly environment encourages participation and a readiness to receive and act on feedback. In such a setting, feedback is viewed as a positive instrument for progress rather than criticism. Clear, detailed, and practical feedback offered with empathy and respect can increase performance and foster healthier working relationships. Finally, a collaborative approach based on trust and open conversation is essential for ensuring feedback is well-received and applied efficiently.

I recommend that before approaching your team members, take time to honestly evaluate your own communication style and the way you deliver feedback. Are you clear, concise, and specific in your feedback? Does your tone come across as supportive or critical? Consider Context: Reflect on the context in which you provided the feedback. Was it delivered in a private setting or a public forum? Did you allow for a two-way conversation, or was it a one-sided critique?

Look upon yourself and ask if what you are saying is actually what you want your team / organization to listen. What's your non-verbal style to tell and share the story. Ask for feedback.

If feedback isn't effective, reassess the delivery method, content, and frequency. Provide specific, actionable suggestions. Encourage open dialogue, actively listen, and adapt communication style to individual preferences. Offer support and resources for improvement.

Reflect on communication, clarify expectations, offer specific feedback, focus on behaviors, encourage two-way communication, provide constructive criticism, actively listen, offer support, follow up consistently, and seek feedback for personal growth as a leader.

A lideran?a deve convidar ao diálogo aberto, demonstrando abertura e disposi??o para ouvir as opini?es dos funcionários, incentivando-os a compartilhar suas perspectivas sobre o processo de feedback e como ele pode ser melhorado, e transmitindo a mensagem de que suas opini?es s?o valorizadas e levadas a sério. Firmar um compromisso com a??o e melhoria, demonstrando comprometimento em agir com base no feedback recebido, pois se os funcionários expressarem preocupa??es ou sugest?es válidas, trabalhe para implementar mudan?as positivas no processo de feedback.

Ask for 1:1 sessions with your team members. Listen and reflect on their comments. If 1:1 is not feasible, submit an anonymus survey with some open questions so people can take the time to collaborate and share their feedback.

in my opinion, it is important that you set SMART Goals and here is how you can do that: Collaboration: Work together with the employee to establish SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for improvement. This provides a clear roadmap for them to follow and allows you to track their progress. Focus on Progress: Instead of solely dwelling on past mistakes, focus on achievable steps they can take to improve in the future.

If you received feedback from someone. Take the time to appreciate and come back to them to say... Hey, you share this to me and I decide to take and make adjustments. And be grateful for the information. And leave the door open for future participation.

Your method is not the only one. Consider other options of feedback. there's multiple motivation options such as verbal, hand written or email that your peers would like.