You're facing a team member demotivated by feedback. How can you turn their perspective around?
It's crucial to help team members view feedback as a stepping stone rather than a setback. Here's how to shift their mindset:
- Acknowledge their feelings and validate their efforts before diving into the feedback.
- Frame feedback as opportunities for growth, emphasizing the potential for personal and professional development.
- Set clear, achievable goals for improvement to provide direction and a sense of progress.
What strategies have helped you uplift someone who felt demotivated by feedback?
You're facing a team member demotivated by feedback. How can you turn their perspective around?
It's crucial to help team members view feedback as a stepping stone rather than a setback. Here's how to shift their mindset:
- Acknowledge their feelings and validate their efforts before diving into the feedback.
- Frame feedback as opportunities for growth, emphasizing the potential for personal and professional development.
- Set clear, achievable goals for improvement to provide direction and a sense of progress.
What strategies have helped you uplift someone who felt demotivated by feedback?
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Quando vejo um profissional desmotivado após um feedback, entendo o quanto isso pode ser difícil. É fácil interpretar o feedback como uma crítica pessoal, em vez de uma oportunidade de crescimento. O que faz diferença é como o feedback é comunicado. Ao usar a Linguagem Não Violenta (LNV), conseguimos criar um ambiente de confiança e apoio. É fundamental reconhecer os sentimentos do profissional, validando suas emoções, e depois mostrar que o feedback é uma ferramenta para ajudá-lo a evoluir, não para desmotivá-lo. Ofereça o feedback de forma construtiva, com empatia e clareza, destacando que ele é um passo para alcançar novos objetivos. Assim, transformamos uma situação difícil em uma chance real de crescimento.
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Acknowledge Their Feelings and Validate Their Efforts 🌟 Why it Matters: Before addressing the feedback itself, it's important to recognize the emotional impact it may have had. This step shows that you understand their concerns and value their contributions, which can help build trust. How to Implement: Start the conversation by acknowledging their hard work and the challenges they've faced. For example, "I know you've been putting a lot of effort into this project, and I want to recognize how much you've accomplished so far."
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