What are the best practices for managers giving constructive feedback?

When giving feedback, focus on specific, observable behaviors rather than making it personal. Eg:, instead of saying, “You’re not a team player,” say, “I noticed in yesterday’s meeting you interrupted others a few times, which made it tougher for them to share their ideas.” Address the current issue, reference past examples if needed, and work together on actionable steps like, “In future meetings, let’s focus on giving everyone a chance to speak.” Choose the right time and a private setting to ensure the person feels comfortable. Use the 'sandwich method' when delivering your points.

Ótimas dicas! Um feedback bem estruturado faz toda a diferença no desenvolvimento profissional. Acho essencial também adaptar a abordagem ao perfil de cada colaborador, garantindo que a mensagem seja bem recebida e produtiva.

Be Specific: Focus on particular behaviors or actions. Stay Balanced: Highlight positives along with areas for improvement. Be Timely: Provide feedback soon after the event. Use "I" Statements: Express feedback from your perspective. Be Objective: Base feedback on facts, not opinions. Encourage Dialogue: Invite the employee to share their thoughts. Offer Solutions: Suggest ways to improve. Be Respectful: Maintain a positive and respectful tone. Follow-Up: Check in on progress and offer continued support.

Timely feedback with respect for the personnel as well as the higher interest of the cause itself is important. Respect for the person receiving appraisal ensures he/she will be able to relax and focus on your input. Having faith that constructive feedback on work done in the recent past helps the employee think things through in a rational manner. The sole purpose of feedback is not vindication of an employee but to serve the higher goal of team building, delivering the job, and quality control. When that purpose is clearly stated, the person receiving feedback is less defensive and listens better. Hearing their feedback and their stumbling blocks also helps in ensuring a foolproof work environment for all.

I emphasise that timing is critical when delivering constructive feedback. Provide feedback promptly, ensuring it’s relevant and actionable, but avoid moments of high stress or distraction. Choose a private, respectful setting to foster trust and openness. Timely, well-considered feedback drives growth and performance. #Leadership #FeedbackCulture #ManagementTips #EmployeeDevelopment #BritishEnglish

Constructive feedback should be framed in a positive manner. This doesn't mean avoiding issues, but rather emphasizing the potential for positive outcomes. For instance, instead of saying "You didn't engage the client effectively," you could say "I believe with some adjustments, you can significantly improve your client engagement skills." This approach promotes a mindset focused on growth and reinforces your confidence in their ability to improve.

O reforço positivo é um aspecto muito importante da vida do gestor, especialmente em momentos como o feedback. Com ele, você não deixa passar a mensagem, corrigir a direção e ainda recebe o bônus da motivação e engajamento pleno.

La escucha activa en la gestión empresarial es clave para fortalecer la comunicación interna, comprender las necesidades del equipo y fomentar un ambiente colaborativo. Al prestar atención genuina y responder de manera reflexiva, se optimizan las decisiones, se mejora el clima laboral y se favorece la innovación dentro de la organización, así como el compromiso del personal en general.

Providing feedback is a collaborative process. After sharing your thoughts, it's important to actively listen to the recipient's perspective. They may have insights or explanations that you hadn't considered. By demonstrating that their input is valued, you create an environment of mutual respect and cooperation. This open dialogue can also lead to a shared understanding of the goals and expectations going forward.

Giving feedback is not a single event, but an ongoing process. After the initial conversation, schedule additional meetings to discuss the person's progress. This shows your dedication to their development and ensures the feedback results in actual improvements. It also allows you to adjust the action plan as needed and to recognize and celebrate any progress that has been made.

💡 La retroalimentación no termina cuando se da, sino cuando genera impacto. 📌 Hacer seguimiento es clave para transformar el feedback en mejoras reales. 👂 Pregunta: "¿Cómo te ha servido lo que hablamos?" o "¿Qué has aplicado desde nuestra última conversación?" 🔄 Refuerza lo positivo y ajusta lo necesario para que el aprendizaje se consolide. 🎯 Un seguimiento efectivo fortalece la confianza y motiva el crecimiento continuo. #LiderazgoConsciente #FeedbackEfectivo #GestiónDeEquipos #DesarrolloProfesional

Lorsqu’une personne décide de faire un feedback, elle doit se mettre dans une logique, non pas de donner son avis, mais de développer la personne à qui elle offre son feedback. Ce n’est pas son avis qui compte, c’est sa faculté à aider l’autre à développer ses compétences. C’est en cela qu’un feedback est un cadeau : il offre une évolution.