A continuación, te explicamos cómo puedes inspirar a los miembros de tu equipo para que mejoren a través de técnicas de retroalimentación eficaces.

Start by setting clear objectives and expectations so your team knows what success looks like. Define specific goals and key performance indicators (KPIs) to measure success. Detail the process and standards required, and provide examples of high quality work and common mistakes to avoid. Schedule regular check ins to monitor progress and offer support. Encourage open communication for ongoing feedback and alignment. This approach ensures your feedback is focused, actionable, and helps your team achieve their goals.

Providing feedback immediately after observing behavior ensures that the context is fresh, making the feedback more relevant and actionable. It allows for quick correction or reinforcement of actions, enhancing learning and performance. Prompt feedback also boosts motivation and reduces anxiety by showing attentiveness and preventing misunderstandings. Addressing issues early prevents minor problems from escalating. Overall, timely feedback supports continuous improvement and adaptive changes.

Acknowledging good performance immediately helps individuals connect their actions with positive feedback, making them more likely to repeat the behavior. This timely recognition boosts motivation, confidence, and engagement. It also sets clear standards for valued behaviors and contributes to a positive, supportive work environment. Consistent positive reinforcement fosters team morale and encourages experimentation and growth. Overall, it enhances learning and promotes continuous improvement.

Many years ago, I was tasked with leading a dysfunctional team plagued by negativity. My approach was a bit unconventional. We set aside one hour each week to watch episodes of "Tabatha’s Salon Takeover", a reality show where Tabatha Coffey transforms struggling salons by improving their team dynamics. After each episode, we’d discuss the team dynamics at play in the salon and compare them to our own. It was no surprise that the team loved this process, and slowly, their behavior began to shift. By seeing a clear example of a turnaround, they started to adjust their own actions. It was a subtle yet effective way to repair what was broken.

I suggest starting with training. The first training is for the leadership team. Feedback sounds easy but is a complex process. This training allows the leadership team to lead by example, a critical factor. The second training is for the team to make everyone aware of the importance and power of feedback, and to align on the approach. Feedback needs psychological safety which requires clear and strong leadership. Leaders should share what they learned from their shortcomings. Leaders must set up regular team and one-on-one feedback meetings to ensure a process of continuous feedback. This should raise engagement and drive collaboration and learning to increase productivity. Recognition and rewards close the loop as a booster of motivation.