Você está lutando para dar feedback à sua equipe de relações públicas. Como você pode efetivamente fornecer críticas construtivas?

One thing I’ve found helpful when giving feedback to my PR team is to remind myself that they might be nervous about the meeting. That’s why I always start with “elevation”. This means giving genuine compliments on 2-3 specific things they’ve done well. This helps put everyone at ease and makes team members more receptive to listening. I believe people genuinely want to improve and are open to learning how to elevate their skills and performance. It’s all a matter of how the information is delivered and presented. When you show that you value their efforts and commitment, I have found that my team members are appreciative, eager to grow and even more enthusiastic about make positive changes.

Una práctica positiva son las sesiones periódicas de autoevaluación basada en métricas, evidencias y hechos, que lleve al final a nueva estrategias para mejorar en cuanto a desempeño, metodología o nuevos recursos para el equipo. Antes de la sesión, como líder tendría un informe, pero no lo compartiría sino hasta el final de la sesión para que se complete con la evaluación de los compañeros del equipo.

- Begin with positive reinforcement. - Clearly outline areas for improvement with specific examples. - Focus on actions and outcomes, not personal traits. - Encourage open dialogue and offer support for improvement. - Emphasize growth aligned with team goals to foster continuous improvement in PR campaign performance.

When providing feedback to your PR team, empathy is your most powerful tool. Begin by empathizing with your team members, recognizing their efforts and the challenges they encounter daily. This sets a positive tone and demonstrates your appreciation for their hard work. Constructive criticism should be delivered within this supportive framework, highlighting specific areas for improvement while emphasizing their strengths. Use clear, actionable language to ensure your feedback is understood and can be acted upon effectively. Ultimately, nurturing a culture of empathy and constructive feedback fosters growth and strengthens your team's performance in the long run.

When providing feedback to your PR team, empathy is your most powerful tool. Begin by empathizing with your team members, recognizing their efforts and the challenges they encounter daily. This sets a positive tone and demonstrates your appreciation for their hard work. Constructive criticism should be delivered within this supportive framework, highlighting specific areas for improvement while emphasizing their strengths. Use clear, actionable language to ensure your feedback is understood and can be acted upon effectively. Ultimately, nurturing a culture of empathy and constructive feedback fosters growth and strengthens your team's performance in the long run.

In my experience, clear and effective communication from an employer is crucial. Vague feedback only leads to confusion. If team members don’t know how or where to improve, no one wins. For example, if a pitch letter isn’t catchy enough, show your team exactly how you would improve it. Point out specific sentences to move, words to change, or ways to enhance the content or client credibility upfront. Specific feedback helps your team think like you, refine their work, and improve performance and effectiveness for greater success.

Sharing feedback constructively can either alienate your team or help them see you as a supportive leader who genuinely cares. When a team member is putting in their best effort, I make it a point to compliment and reinforce their positive actions. This boosts their self-esteem and makes them more receptive to suggestions for improvement. For example, my assistant once pitched to a journalist with great passion, but didn’t effectively highlight the key benefits to attract media interest. When we spoke about it, I highlighted what I appreciated and then shared specific areas for improvement. She left our meeting with a much clearer understanding of how to refine her pitches, increasing her chances of securing features for our clients.

In my experience, employees want to excel. They strive to produce excellent work and deliver results. However, sometimes they miss the mark. As a leader, it’s important to balance giving them the freedom to problem-solve while offering suggestions for improvement to minimize lost time and maximize results. When giving feedback, it should always include specific suggestions for improvement. For example, it is more helpful for a team member to hear that their story angles are too vague to capture media interest, and then teach them how to make the story angles more engaging to grab a journalist’s interest. By providing solutions, your team sees that you care, and they become more enthusiastic about making effective changes.

One time at work, I was giving a performance review to my assistant. I outlined how the meeting would go and told her at the end, I wanted to hear her thoughts on what I shared. Her face lit up! I’ll never forget how she felt seen and heard, and knew that I truly cared about our partnership. I believe that everyone has something valuable to share, and we can learn a lot from our team members just as they can learn from us. When a collaborate approach is fostered, everyone wins. There is an open exchange of ideas, a flow of information, and everyone feels excited to share their thoughts or unique ideas. Creativity is fostered, and some of our best attention-getting stories have come from these collaborate discussions.