You're struggling to get your team to take your feedback seriously. What can you do to change that?

To improve my team's responsiveness to feedback, I'll ensure clear communication, lead by example, hold regular feedback sessions, foster trust, emphasize its benefits, provide training, recognize improvements, address concerns, assess effectiveness, and seek input for refinement.

Asegúrate de expresar tus comentarios de manera clara y concisa. Evita la ambigüedad y sé directo en tus comunicaciones para que tu equipo comprenda exactamente lo que estás tratando de transmitir. Proporciona ejemplos concretos y situaciones específicas para respaldar tus comentarios. Esto ayudará a que tu equipo comprenda mejor tus puntos de vista y cómo se aplican en la práctica.

Es muy importante que el equipo conozca el propósito de la organización, eso que va más allá de los objetivos y que muchas veces está implícito en las misiones y tareas que se desarrollan a diario. Qué todos entiendan el propósito permite la flexibilidad de los procesos y la visibilidad de los objetivos a corto plazo sin tener que repetirlos

Lo más importante para ser un líder, un profesional creíble, un profesional al que la gente quiera seguir, respete y escuche; es la coherencia entre lo que dice y lo que hace, el respeto y el ejemplo basado en valores compartidos con la organización y con su equipo de trabajo.

Todo profissional que lidera uma equipe ele precisa entender que antes de ser um líder ele precisa ser uma pessoa que incentiva, que gera confian?a a sua equipe. A equipe tem que estar segura que todo feedback é pra melhoria e crescimento profissional.

Focusing on your style of feedback and what works for your team (basis the way they respond) can you help structuring them better. Aim should be to give the feedback at the right time, not intrusive or disruptive. Alot of times feedback sharing can be impacted by the context, mood and readiness of the receiver.

1. Don't wait for scheduled meetings or formal reviews to give feedback. Offer it promptly after observing the behavior or performance in question. 2. Instead of general statements, provide specific examples of what you observed & how it could be improved. 3. Instead of criticizing the person, focus on the specific behavior or action that needs improvement. 4. Balance your feedback by highlighting both strengths & areas for improvement. 5. Create an environment where team members feel comfortable discussing feedback. 6. Work with each team member to establish specific, measurable goals based on your feedback. 7. Check in periodically to see how the team member is implementing your feedback.

Se concreto, las generalizaciones son demasiado fáciles de rebatir y pierdes credibilidad con esos comentarios. Enfócate en pocas cosas, pero importantes. Y por último, si vas a dar un feedback negativo, hazlo!! No trates de disfrazarlo, perderás credibilidad y efectividad. Hay muchos que sugieren partir con algo positivo antes... como para suavizar... En lo personal, prefiero ser directo y al grano. Cuando felicites, felicita y cuando corrijas, corrige. Tu gente valorará con el tiempo tu transparencia y claridad. Verás como te lo van a agradecer.

To ensure feedback is taken seriously, be specific and timely. Address behavior or performance promptly, providing clear examples and actionable suggestions for improvement. Offer feedback in a private setting, focusing on facts rather than personal attributes. Emphasize the impact of their actions and the importance of addressing the issue promptly. Follow up to acknowledge progress and offer ongoing support. This approach fosters accountability and encourages continuous growth.

La empatía, la buena comunicación, ser asertivo en lo que podamos decir y transmitir con nuestras acciones, al primer problema que surge resolverlo no dejando pasar para otra.

In my experience, past is something which can give guidance and a prospective but it is actually the future which inspires and build the team.feedback when focused around the futuristic vision unleash the potential of the team

Shift the focus of feedback towards future actions and outcomes rather than dwelling on past mistakes. Encourage forward-thinking discussions about goals, strategies, and development opportunities. Emphasize how feedback can help shape future successes and drive progress towards shared objectives.

Assurez-vous que le feedback soit une conversation constructive orientée vers l'avenir. Au lieu de vous focaliser sur les erreurs passées, discutez des actions futures pour améliorer les performances. Encouragez et soutenez votre équipe dans l'identification de mesures concrètes pour progresser.

However, focusing on the future gives you something to look ahead to. It takes you beyond the present and guides your actions in the present. People who live like tomorrow doesn't exist end up paying a heavy price. You plan better and move wisely when you focus on the future.

Para garantir que minha equipe leve meu feedback a sério, implemento estratégias como reuni?es individuais regulares, comunica??o clara e direta, exemplos concretos de impacto do feedback e acompanhamento consistente do progresso. Além disso, incentivo a participa??o ativa da equipe na busca por solu??es e reconhe?o publicamente o bom trabalho.

Visez un équilibre entre feedback positif et négatif, reflétant les forces et les axes d'amélioration. évitez que l'équipe ne devienne complaisante ou démoralisée en adoptant un ratio de trois positifs pour un négatif. Assurez-vous que les éloges soient sincères et spécifiques.

From Chaos to Order: As the old adage goes, everything moves from chaos to order and this norm is valid universally, even in personalities. Mostly, the negatives traits negate the positives and tend to disturb the equilibrium, converting them back into chaos. This isn’t true vice-versa and positives despite being very high won’t be able to balance out the negative traits. Hence, it is of paramount importance that we balance the scales by focusing on bridging the gap in negatives and further empowering positive traits.

Lead by Example: Model openness to both praise and critique. Clarify Expectations: Stress the importance of balanced feedback. Foster Safety: Encourage open dialogue for positives and negatives. Be Specific and Timely: Address what's working and what needs improvement. Seek Collaboration: Engage the team in discussions about strengths and areas for growth. Customize Feedback: Tailor feedback to individual preferences. Offer Training: Provide guidance on giving balanced feedback. Acknowledge Progress: Celebrate achievements and improvements. Address Concerns: Supportively tackle challenges and obstacles. Consistency Matters: Strive for a consistent balance in your feedback approach.

1. Start by acknowledging the strengths & positive aspects of your team members' performance. 2. When providing feedback, be specific about both positive & negative aspects. 3. Sandwich constructive criticism between positive feedbacks. 4. Frame your feedback as an opportunity for growth & development rather than a critique of past mistakes. 5. Offer support & guidance to help team members address areas for improvement. 6. Check in regularly to see how team members are progressing & offer ongoing feedback & support.

Comunicar bien es todo un arte porque de ello dependerá el como te veas ante los ojos del equipo. No todo son elogios, también los puntos de mejora deben de ser tratados, con respeto y claridad, en el mundo laboral hay una regla importante. Nada es personal.

1. Create a feedback loop. 2. Lead by example, lead by example & lead by example. 3. Be specific. 4. Create safe spaces to ensure that team members feel comfortable tp provide feedback. 5. ACT on feedback. 6. Follow-up and provide recognition.

- Encourage an open feedback culture by soliciting input from your team members as well. - Actively listen to their perspectives and concerns, demonstrating that feedback is a two-way street.

Create a culture of open communication by soliciting feedback from your team as well. Demonstrate that you value their input and are open to hearing their perspectives. Encourage two-way dialogue and collaboration to foster mutual respect and trust.

Create an open and inclusive feedback culture where team members feel comfortable providing input and sharing their perspectives on your leadership style and communication approach. Actively solicit feedback from your team members regarding their preferences, expectations and suggestions for how you can improve your feedback delivery and effectiveness.

El feedback nutre a todos, pedir la opinión de todos es importante, con ello se crea una sinergia y armonía llegando a buenos acuerdos.

They might not be finding it relevant and effective. this may have different attributes ; - They do not find you a credible leader:Reflect and fix it by being ethical, fair, transparent, modeling the behavior expected from them - The feedback is vague and in-frequent : Fix this by being specific with examples of good job done and where they could improve. keep it proactive and consistent ( not only at the time when you are pushed for it ) - The feedback is only "critical" : Fix this by being candid yet professional. inculcate the "feed forward" approach to help them do better in future - You are missing the skill and art of feedback : Seek help from mentors/HR/your manager. even with team and work on those areas to improve

Creating a safe and open culture is very important which is coined psychological safety so that everyone can express their views without fear of reprisal. Also Managers need to be clear on the message they want to deliver and this should be supported by expectations and outcomes. Manager should also be open to receive feedback from the Teams. Feedback is a 2 way Street and may need to be followed through on weekly fortnightly basis to ensure that the expectation is clear to all members and the right hand knows what the left hand is doing and vice versa. ??

Importante contar con kpis de cumplimiento muy bien establecidos de los qur todos los miembros tienen la claridad, todis los indicadores debe ir enfocados a un macro que genere la integración, opinión, trabajo en equipo y su desarrollo. Incluso para una retroalimentación de comportamientos es necesario contar con kpis que ayuden y desarrolle a los miembros del equipo de manera individual. Finalmente los kpis del líder deben ser muy bien transparentados en donde el equipo tenga la seguridad que los indicadores de su líder van orientados al acompa?amiento y desarrollo del personal a su cargo.

O feedback nada mais é do que uma demonstra??o de investir na rela??o entre empresa e colaborador para que haja o aprendizado constante e melhor desenvolvimento do profissional. Mostramos ao colaborador que nos importamos com ele. Nesse momento é preciso estar preparado, munido de informa??es e exemplos e falar com colaborador de forma profissional e com cuidado para que esse momento seja transformador e eficiente. é um momento mais do que palavras, por isso precisamos estar atento ao tom de voz para que n?o soe agressivo. Lembrando sempre que o feedback n?o é pessoal e sim profissional, deve ser aplicado reservado, n?o levar nomes e o mais importante ter tempo e disponibilidade para estar com o colaborador

O Feedback é essencial para a melhoria contínua, o desenvolvimento pessoal e profissional, a clareza na comunica??o, a motiva??o e o engajamento das pessoas, e o estímulo a uma cultura de aprendizagem e inova??o.