Veja como você pode fornecer feedback construtivo de forma eficaz nas relações com os membros de sua equipe.

Preparation is key to delivering constructive feedback effectively. Before approaching a team member, gather specific examples and think through potential solutions, demonstrating that your feedback is meant to support growth, not just to criticize. Timing is also critical choose a moment when the team member is most likely to be receptive, avoiding times of high stress or pressure. By being well-prepared and considerate of timing, you create a positive environment for feedback, making it more likely to be well-received and lead to meaningful improvements.

To deliver constructive feedback effectively in client relations with your team, be clear and specific about the issue, focusing on the behavior rather than the person. Offer actionable suggestions for improvement and encourage open communication. Keep the tone positive and supportive to foster collaboration. Ensure that feedback is timely and relevant to the situation. Lastly, follow up to monitor progress and provide further guidance if needed.

When delivering feedback, be clear and specific about the issue, this means preparation is key. Focusing on the input & process rather than the results, with an effective plan the output will sort itself. Be positive and let the energy rub off, a positive motivated team member can work wonders! Ensure that any feedback is timely and where possible private, consistently follow up on the key points too.

May sound slightly cliched, but feedback should always be constructive. Especially when it about sharing feedback with team members, imperative to prep. Well before reaching out to the person to give feedback. Always helpful to have a small construct handy of the points that will form a part of the feedback. At the same time, should also be mindful of choosing an appropriate schedule to share the feedback. Typically a hectic workday wouldn’t form the most appropriate time to share feedback. Preparation is the key !

Preparation is key when delivering feedback. Beyond identifying areas for improvement, allow space for the team member to offer their own solutions first, encouraging ownership and engagement. Then, provide your feedback and additional insights to complement their ideas. This fosters a two-way conversation where both parties contribute to problem-solving. Considering the best timing to deliver feedback is just as important as the delivery itself, ensuring the feedback is given when the individual is most open and receptive, enabling mutual growth.

Feedback is fruitful if the actionable is clearly defined. One should be extremely lucid about the further course of action while giving the feedback. It would be ideal if the outcome is defined while giving the feedback. Will help the person receiving the feedback understand the actionable better. Generic comments should be avoided to the extent possible. The end goal is to ensure the team member’s improvement in terms of performance and contribution to the Organization.

Constructive feedback plays an important role in overall growth and development of professional career. By passing on feedback in constructive manner including the specifics of areas to improve what was done well ( example having 15 minutes daily catchup on status update) and what needs to still be worked upon (example having self review before sending forward any work further can reduces errors) can help the team members in their learning curve and also add on as point for to do on their work routine.

Being specific while giving feedback is crucial to clarify any doubts or misunderstandings. It also helps the team member in understanding their role and what they are expected to do. For example, point out their strengths or weaknesses and how they can work on them to improve the quality of their results.

Being specific about the issue and highlighting them could help to improve and solve the issue. It clearly shows what's the issue and on what level and how to tackle them.

Präzision ist eine Gabe in einer Feedback-kommunikation. In einigen Fällen findet mangelnde Präzision ihren Ursprung in der schlechten Vorbereitung. Idealerweise hat man die konkreten Beispiele von gutem (sehr wichtig!) als auch schlechtem Verhalten in bestimmten Situation dokumentiert und geht zeitnah ins Feedbackgespräch mit dem Betroffenen. Umso frischer die Erinnerung desto höher der Wiedererkennungseffekt für die Situation. Die oben erwähnte Gabe besteht aus erkennen der Situation, dem Benennen des Verhalten und dem Ablegen der Scheu konkret und präzise zu den "Finger in die Wunde zu legen" ohne dem Ansprechpartner die Würde zu nehmen. Der Schachverhalt ist wichtig und nicht die charakterliche Überlegenheit auszuspielen.

Staying positive throughout the feedback session is key. Encourage them with kind words and help them navigate challenges. Point out which areas they need to improve on and how they can do it. This encouraging and positive attitude sets the tone for the entire interaction and also allows both the parties to voice their thoughts and concerns transparently.

Nicht kommt positiver an, als angemessene positive Kritik in einer Aufklärung eines Sachverhalts. Selbst negative Ereignisse sollten positiv besprochen werden. Hierbei achte ich stets darauf nicht "von oben herab", "belehrend" oder bedrängend zu agieren. Die Erkenntnisse aus dem Gespräch müssen von beide Seite echt und die Verbesserungspotentiale für Beide Seiten als solche erkannt werden. Idealerweise findet eine nachträgliche Analyse bei einem ähnlichen Fall statt, in der die gewonnenen Erkenntnisse zu einem positiven Ausgang geführt haben. Das ist meine Definition einer guter Mentorenstrategie.

A positive approach will works to lead a process without any mess. The way of positivity will help us to move next level in our career.

Aktives Zuhören bedurfte bei mir einiger (selbstauferlegter) Regeln: 1. Die andere Partei wertschätzen und unabhängig von Rang/Position/Funktion gleichberechtigt behandeln 2. Die andere Partei ausreden lassen 3. Einwandbehandlung zulassen 4. Wenn man etwas nicht versteht um Präzisierung bitten 5. Wiederholungen vermeiden So klappt's mit dem Zuhören 😉

La mejor fidelización es la de saber escuchar. Poner este sentido a funcionar a pleno rendimiento ante una probable queja o una buena recomendación tendrá un efecto satisfactorio en el buen hacer de nuestro equipo. No son pocas las veces que una sugerencia de un cliente al que le duele, sí le duele, nuestro negocio nos ha hecho contemplar medidas diferentes a las originales y ha desatascado un nudo gordiano. Si después de haber prestado toda nuestra atención a sus comentarios somos agradecidos, tendremos un fiel colaborador y cliente.

Once you have delivered your feedback, ask for any input or suggestions or concerns that the team member wishes to share. Listen actively when they express themselves and empathize with them. Add valuable insights based on these points and help them navigate the situation effectively. This builds trust and reliability within the team.

Listening is the key skill for all the employers to do their work without any Mistakes. Listening the queries will help us solve the queries.

La retroalimentación efectiva no solo implica compartir opiniones, sino también abrir espacio para el diálogo constructivo. Cuando ambas partes se escuchan activamente, se fomenta una cultura de respeto y colaboración. La empatía desempeña un papel clave, ya que permite detectar problemas que podrían no ser evidentes de inmediato, lo que contribuye a encontrar soluciones más adecuadas. Este enfoque no solo mejora la dinámica del equipo, sino que también optimiza los resultados, promoviendo un entorno en el que todos se sienten valorados y escuchados, lo que favorece el crecimiento conjunto.

Follow-up is essential to check the team member's progress and demonstrate your commitment to helping them out. You can do this by leaving a small message asking for updates or checking-in informally.

Follow-up is the type of smooth communication to get the delivery and feedbacks. And followup will helps us to avoid unnecessary circumstances during the onboarding or Interviews

The main purpose of constructive feedback is to correct, help people grow, and contribute more effectively in the future. When delivering this kind of feedback to team members, it's important to do so with confidence in order to effectively achieve both business and personal goals.

✔Ofrecer oportunidades de capacitación y desarrollo continuo. ✔Reconocer públicamente logros y esfuerzos de los colaboradores. ✔Establecer metas claras y medibles para motivar el crecimiento. ✔Crear un entorno de trabajo colaborativo y de apoyo. ✔Proporcionar mentoría para guiar en el desarrollo profesional. ✔Promover la autonomía para que tomen decisiones. ✔Fomentar la retroalimentación constructiva como herramienta de mejora.