When an employee becomes emotional during a feedback discussion, prioritize empathy and support. Pause the conversation to acknowledge their feelings and create a safe space for them to express themselves. Use active listening, maintaining a calm and understanding tone, and avoid being defensive or dismissive. Focus on their well-being first, offering to reschedule the discussion if needed. Once they’re ready, steer the conversation back to constructive feedback, emphasizing growth and support rather than criticism. Highlight their strengths and collaboratively explore solutions. By showing care and respect, you can turn the situation into an opportunity for connection and positive development.

Stay calm and empathetic. Pause the discussion and offer a safe space for the employee to express themselves. Acknowledge their feelings with phrases like, "I understand this is tough." Avoid pushing feedback further; focus on their emotional state. Ask open-ended questions like, "Would you like to share what's on your mind?" Maintain supportive body language and tone. Once they feel composed, consider rescheduling the conversation to address feedback constructively. Offer resources if needed, such as counseling support. Remember, emotional intelligence here is key. "People don’t care how much you know until they know how much you care." — Theodore Roosevelt.

Handle the situation with empathy and care. Pause the feedback discussion and focus on the employee’s emotional well-being. Acknowledge their feelings with phrases like, "I can see this is difficult for you," and give them space to express themselves. Maintain a calm, supportive tone and avoid judgment. If needed, suggest rescheduling the discussion to allow them time to process. Offer additional support, such as one-on-one follow-ups or access to mental health resources. Once they’re ready, ensure future feedback discussions are framed positively, emphasizing growth and support rather than criticism.

When an employee becomes emotional during feedback discussions, respond with empathy and composure. Pause the conversation to give them space to process their feelings, and acknowledge their emotions without judgment. Maintain a calm, supportive tone, and focus on listening actively. Reframe the discussion to emphasize collaboration and problem-solving, ensuring they feel valued and understood. If needed, suggest rescheduling to continue when they’re more at ease. Handling emotions with care fosters trust and growth. Thank you for reading! Take care and lead with kindness! Best, Nazareth Ribeiro

Durante um feedback, as emoções podem emergir de forma intensa, e a maneira como o líder lida com isso define a qualidade da conversa. O primeiro passo é praticar a escuta ativa, sem interromper ou invalidar as emoções do colaborador. Mantenha um tom de voz calmo e pausado, criando um ambiente seguro para que ele possa reorganizar seus pensamentos. Se necessário, faça uma pausa estratégica, permitindo que o colaborador recupere o equilíbrio emocional. Perguntas abertas podem ajudar a redirecionar a conversa, incentivando o autoconhecimento e a regulação emocional. Feedbacks eficazes não são apenas sobre desempenho, mas sobre construção de confiança e aprendizado contínuo.