Here's how you can give feedback that leads to positive change in an E-Commerce job.

Background Knowledge: Familiarize yourself with the specifics of the project or task before giving feedback. Situational Awareness: Consider external factors that may have influenced performance.

All feedback in Ecommerce roles comes back to clearly defined roles and responsibilities. Those responsibilities should then support the mission and north star that the brand has. At my agency, everyone has clearly defined roles that help support the performance and results of our Ecommerce brand clients. Our North start is defined by clearly set KPI's. We are either in or out of KPI at any given moment if we are out of KPI, it's time to get back into alignment. Think of it as you are steering a ship and going off course. What are you going to do to get back on course? Probably trim the sails, call the crew, and re-navigate.

Before giving feedback, ensure you understand the context. Consider the individual's role, the project's goals, and any external factors affecting performance. As Maya Angelou once said, "If you don't know where you've come from, you don't know where you're going." 📚

Before suggesting changes, immerse yourself in the customer journey on the site to truly grasp their experience. Quantify your feedback with concrete metrics, painting a clear picture of the impact your suggestions could have. When identifying areas for improvement, pair your observations with actionable, context-aware solutions that respect the company's broader goals.

Understand the root cause of sales decline (website issues or supply chain problems) to tailor relevant and actionable feedback for your e-commerce team.

Avoid vague statements. Instead of saying, "The report was good," try, "The data analysis in your report was thorough and insightful. However, adding a section on market trends could enhance its impact." 🎯

The fast-paced world of e-commerce thrives on constructive feedback for continuous improvement. Specificity is key. Focus on the action, not the person. Instead of broad statements, offer specific recommendations like streamlining website navigation or launching targeted marketing campaigns. Analyzing detailed user feedback helps us identify not only obstacles, but also fosters a culture of continuous improvement.

Point out the exact product description that boosted sales or the social media post that went viral, showing the direct impact of their work. Instead of saying a website banner is "boring," suggest a creative contest to revamp it, sparking innovation and ownership. Share the spike in abandoned carts on a specific product page and brainstorm solutions together, transforming numbers into action. Share positive customer reviews that mention an employee by name, reinforcing the real-world value of their contributions.

Clear Examples: Provide concrete examples to illustrate your points. Actionable Advice: Focus on specific behaviors or outcomes rather than general comments.

Constructive feedback should come with actionable solutions. Suggest practical steps that can help improve performance, making your feedback not just critical but also supportive. Think of it as a roadmap to success. 🛣️

Practical Suggestions: Suggest actionable steps to address the issues identified. Resource Recommendations: Provide resources, tools, or training opportunities to help the individual improve.

Highlight what was done well before addressing areas for improvement. This balances the feedback and makes the recipient more receptive. As Ken Blanchard said, "Catch people doing things right." 🌟

Shine a Light on the Wins: Celebrate Successes to Spark Positive Change Positive reinforcement is a powerful tool for driving improvement. When offering feedback, don't just point out areas for improvement. Highlight recent successes and achievements in your team or department. For example, "Remember how we streamlined the checkout process last month? That led to a 10% increase in conversions!" By celebrating wins, you create a positive and motivated atmosphere, making it easier to suggest additional improvements and changes. This approach fosters a collaborative spirit and encourages everyone to strive for even better results.

Acknowledge Strengths: Highlight what was done well to encourage continued good performance. Balance Feedback: Combine constructive criticism with positive feedback to maintain morale.

Feedback should be a two-way conversation. Encourage the recipient to share their perspective and discuss potential solutions. This fosters mutual respect and collaboration. 🗣️

I've always had a tough time discussing inventory planning with my instock manager. Despite explaining the sales benefits and financial risks, there was still a huge communication gap. To address this, we set overall goals focused on profitability and product availability. Working together towards these greater goals helped solve the issue significantly. It's important to rise above individual KPIs and focus on broader organizational objectives.

Open Communication: Invite the individual to share their perspective and insights. Collaborative Approach: Work together to identify solutions and strategies for improvement.

After giving feedback, check in to see how the recipient is progressing. This shows you are invested in their growth and helps ensure the feedback leads to positive change. 🔄

Check-In: Schedule follow-up meetings to discuss progress and provide additional support. Continuous Support: Offer ongoing encouragement and guidance as needed.

Cultural Sensitivity: Be mindful of cultural differences that may affect how feedback is received. Emotional Intelligence: Approach feedback with empathy and understanding to build trust and rapport. Timing: Provide feedback in a timely manner, ideally soon after the event or performance.

There are always x2 elements when giving feedback: 1- Subjective element 2- Objective element We must learn to differentiate these 2 and take on the one that is backed by facts and data. In case we decide to listen to the subjective element, we need to consider wether this person I knowledgeable in the space i.e. an expert With this in mind "feedback" can be a valuable tool for improvement Best Marcos