You're struggling to provide constructive feedback to employees. How can you improve your approach?

Proporcionar comentarios constructivos puede ser un desafío, pero es esencial para el desarrollo profesional de tus empleados. Para mejorar tu enfoque, es fundamental centrarte en los comportamientos específicos y no en la persona. Utiliza un lenguaje positivo y evita generalizaciones. Escucha atentamente las respuestas de tu empleado y demuestra empatía. Además, vincula tus comentarios a los objetivos de la empresa y a cómo pueden mejorar el desempe?o individual. Recuerda que el objetivo es ayudar a crecer, no criticar. Al adoptar este enfoque, crearás un ambiente de confianza y fomentarás el desarrollo profesional de tu equipo.

Instead of just focusing on timing, think about the emotional and mental state of the employee. Choose a moment when they’re more likely to be receptive and relaxed. You could also try giving feedback in smaller, more frequent doses, turning it into a natural part of your interactions rather than a formal event.

For this a very common tool - the STAR method (Situation, Task, Action, Result) could be used to structure your feedback. This ensures you’re clear and objective, making it easier for the employee to understand and act on your suggestions. Document specific incidents in the HR system for future reference and performance reviews.

Dar rodeos al momento de dar un feedback no es un productivo. Creo que se puede lograr el equilibrio de un feedback constructivo, positivo, especifíco y comprensivo.

Open the floor for two-way communication by asking open-ended questions. Encourage employees to share their perspectives, challenges, and ideas. This not only makes feedback more collaborative but also helps you understand the root causes behind certain behaviors or performance issues. A simple rule could be to implement the "70-30 Rule" during feedback sessions—aim to listen 70% of the time and speak 30% of the time. Use HR tools like employee surveys or one-on-one meeting templates to gather insights before the feedback session.

Improving your approach to providing constructive feedback involves focusing on clarity, empathy, and actionable steps. Start by being specific about the behavior or performance issue, providing clear examples rather than general statements. Frame the feedback in a constructive manner, highlighting the impact of the behavior and suggesting practical solutions or improvements. Use a balanced approach by acknowledging strengths and areas for growth, which helps to maintain motivation and engagement. Additionally, ensure the feedback is timely and delivered in a private, supportive setting. Encouraging a two-way dialogue allows employees to share their perspectives and contribute to the development of a constructive action plan.

O feedback n?o é apenas uma conversa, para gerar resultados precisa ser planejado e bem direcionado. O RH disp?e de ferramentas valiosas para o feedback como avalia??o de desempenho e plano de desenvolvimento individual (PDI) e avalia??es comportamentais, que somados geram clareza sobre o que falar, como falar e como desenvolver cada colaborador.

Align feedback with the employee’s Individual Development Plan (IDP). Link the areas for improvement directly to their professional goals and the company’s competency framework

Along with highlighting areas for improvement, celebrate their successes, no matter how small. Recognizing effort and progress fosters motivation and reinforces positive behavior. It is essential to acknowledge the human side of work—like balancing personal challenges with professional responsibilities—when discussing performance. We could simple include a technique to incorporate atleast 2-3 position reinforcements against one negative to keep up with the balance.

La técnica del sandwich es efectiva para retroalimentar resultados. Cuando se empieza directo con las oportunidades de mejora, el trabajador en muchas ocasiones suele sentirse atacado o confrontado; mientras que si empezamos con las fortalezas o aspectos a destacar de su rendimiento, podemos crear un ambiente más dinámico que conduzca a darle manejo a las áreas de desarrollo.