Here's how you can master feedback within your team.

Différencier les types de feedback est crucial. Un feedback négatif, bien formulé, peut être constructif et aider les collaborateurs à comprendre leurs erreurs et à évoluer. Sachant que l'objectif est de favoriser un environnement de travail où chacun peut s'améliorer continuellement, comment pouvons-nous mieux formuler nos retours pour qu'ils soient perçus comme des opportunités de croissance et non comme des critiques ?

The foundation of effective feedback is trust. You need to create a team culture where everyone feels secure and valued. Start by building strong relationships and showing that feedback is meant to help, not criticize. When your team believes that feedback is for their growth, they'll be more open to it. Encourage open dialogue where everyone can share their thoughts and concerns freely. Trust takes time to build, so be patient and consistent in your efforts.

Consider developing a peer feedback mechanism to encourage regular input between team members. This can democratize the process and alleviate the stress associated with top-down feedback. Furthermore, using digital channels for anonymous criticism might help in circumstances where people are uncomfortable contributing openly, ensuring that honest and constructive input is still received.

Sans confiance, manager une équipe devient un lourd fardeau, et pour le manager et pour les équipes. Quand l'équipe se sent en sécurité, tout ce qu'elle exprime dans une séance de travail devient constructif.

Introduce a feedback charter that outlines the expectations, purposes, and methods of feedback. Incorporate interactive workshops where team members can practice giving and receiving feedback, ensuring they are comfortable and prepared. Additionally, leveraging AI-driven tools for real-time, objective feedback can provide insights without the bias, enhancing the overall effectiveness and acceptance of the feedback process.

Antes de implantar uma rotina de feedback é muito importante fazer uma reunião com a equipe para contar sobre essa nova rotina e explicar como ela irá funcionar. Explique para a equipe todos os benefícios do feedback e quais feedbacks poderão ser aplicados, como: feedback positivo e feedback de desenvolvimento. Outro ponto relevante na minha percepção é não tratar o feedback como feedback negativo ou feedback corretivo, trate como feedback de desenvolvimento, mostrando para a sua equipe que todos temos pontos a serem desenvolvidos e é seu papel como líder mostrar esses pontos que podem ser melhorados.

Estabelecer expectativas claras em relação ao feedback é essencial para evitar mal-entendidos e promover uma comunicação eficaz dentro da equipe. Garantir que todos compreendam o propósito, a frequência e os métodos de feedback utilizados é fundamental para criar um ambiente de trabalho transparente e produtivo. Seja por meio de avaliações periódicas, revisões individuais ou feedback em tempo real, definir um padrão ajuda a normalizar o processo e a preparar os membros da equipe para receber e fornecer feedback de maneira construtiva. Essa clareza não apenas facilita a comunicação, mas também contribui para um desenvolvimento pessoal e coletivo mais estruturado e eficaz.

First you'll need to normalize feedback by cultivating some sort of rapport. An easier way would also be to simply ask, considering the fact that the members are not psychic to know when you're in need of the feedback. However hard it may be, you should also be appreciative of the feedback whether positive or negative since your reaction significantly affects its frequency.

Being clear in your objectives in a few words, being objective and with short ideas, non-extended procedures, simplified methodology and with manuals and quick guides, is the way for your team to have as few doubts as possible and, if necessary, have productive meetings.

Create a "feedback journal" in which team members record particular instances of good and constructive feedback they receive. This allows you to track progress over time and assure continual improvement. Furthermore, video feedback solutions can provide visual and contextual specificity, enhancing input's vividness and memory. This technique not only improves clarity, but it also personalizes the feedback experience, resulting in more understanding and engagement.

While sharing the feedback with team members, use precise language to explain both positive performance and areas for improvement. Ex. of specific, constructive feedback, you might relate to; - instead of saying, “Good job,” say, I appreciate how you handled the client’s concerns during the meeting. - you have done an outstanding job on this project. Your approach has been really creative & effective. - I just wanted to thank you for always being so helpful & dependable. Your contributions have made a big difference. - I appreciate your attention to detail and how you always go above & beyond what’s required. and most importantly maintain your tone despite your mood (from other negative factors), think of yourself as a leader :)

A arte de dar feedback é essencial para o desenvolvimento e crescimento de qualquer equipe. Em cooperativas de crédito, onde a precisão e a clareza são fundamentais, fornecer feedback específico é a chave para a melhoria contínua. Quando somos claros e detalhados, ajudamos nossos colaboradores a entender exatamente o que está funcionando bem e o que precisa ser aprimorado.

A especificidade é o item mais importante para que você consiga aplicar um feedback de fato assertivo. Quanto mais específica você for, seja em um elogio ou em algo que não pode acontecer novamente dentro de um feedback de desenvolvimento, melhor. A pessoa precisa entender exatamente o que aconteceu, quando foi, quais foram as consequências disso que aconteceu e como esse ponto pode ser melhorado. Algo que me ajudou muito foi aprender sobre perfil comportamental. Saber identificar o perfil das pessoas pelo próprio comportamento delas, fez com que eu ajustasse minha comunicação e me fizesse ser entendida no dia a dia.

I believe feedback is very important especially for new hires who are exposed to new policies, procedures, leadership, colleagues, and technologies. Sometimes instructions can be confusing which makes it important for Supervisors / Managers to ensure a clear direction is provided irrespective of the person’s background or experience. The mode and manner of communication between managers and their subordinates is also crucial in an organizational setting. Managers are encouraged to use a friendly communication approach in their criticisms. This will not only encourage subordinates to learn but also help build a strong relationship. This also builds some trust and confidence between the individuals.

Regular one-on-one sessions allow for personalized feedback. These conversations build trust and provide a safe space for open dialogue. Also, it's important to be consistent as it builds rapport and ensures positive discussions. Employees might brainstorm projects or share thoughts on current tasks, boosting engagement and motivation. This two way communication surface up the underlaying concerns. Be aware of sensitive personal issues. It's important to show understanding and provide mentorship when needed. Be their leader not a manager. It's attentive and humanely connect that keeps a person motivated at work and encourages them to be effective which also contributes to the company's goals. :)

Introduce "feedback circles" in which small groups exchange input in a roundtable manner on a regular basis, ensuring that everyone has a voice. Use internet platforms with anonymous questioning features to foster open dialogue without fear of repercussions. This method can democratize the feedback process, provide deeper insights, and promote a culture of continuous development and mutual respect.

During my first year of being a personal trainer, I wanted feedback to discover my strengths and areas I can improve. After talking with successful trainers at my gym, I learned that asking my clients for feedback each month was a great place to start. I asked questions like: • What did you enjoy? • What did you want to see change? • How can I better support you? I created an open-space by validating their frustrations and celebrating their excitements. I made sure I clearly understood their side by asking them "Help me understand what you mean by..." Lastly, I ended our conversation by sharing how much I appreciate their time to share with me. Yes, these conversations require time and effort; however, they were always worth it.

Quando fizer uma reunião de alinhamento com a equipe explique especificamente como será aplicado o feedback, ou seja, construa combinados com a sua equipe, para que quando você for aplicar o feedback de forma individual a pessoa em questão não te interrompa. Explique que cada um terá o seu momento de falar, concordando ou discordando daquilo que foi dito. No final tracem juntos um plano de ação no caso de um feedback de desenvolvimento.

More than dialogue, it is communication between the work team and accepts any type of criticism, the dialogue should not be a monologue and even less authoritarian.

Create a "feedback action plan" template that details the actions, resources, and dates for implementing feedback. Establish mentorship programs in which experienced team members can offer guidance and support. Furthermore, use digital platforms to track progress toward feedback-related goals and provide real-time resource recommendations, ensuring ongoing and tailored development. This strategy emphasizes the importance of feedback and indicates a commitment to each team member's development and success.

A fase de de monitorar aquilo que foi definido como plano de ação é importantíssima também. Essa fase faz com que as pessoas te enxerguem como uma verdadeira líder, ainda mais, porque além de "apontar" você se coloca a disposição para auxiliar naquilo que é possível.

El humanismo es algo que no debemos nunca de soltar de nuestros valores. Es lo que trajo consigo el desarrollo, el pensamiento crítico, la espiritualidad, el desarrollo en general. Es una cualidad que solo puede surgir de un interés auténtico por los demás.

Support what they needs and wants with effectively and efficiently but need to remember that just supporting to your team means just support to your team but a co worker or colleague have to know exactly what is humble and supportive meanings are.

As a new hire, is also pertinent to confirm the first few parts of jobs you do with your supervisors and managers to ensure you are doing the right thing. Waiting to complete the job and get a negative feedback could discourage you. To make this possible, supervisors and managers should be open to enable easy communication with subordinates.

Le suivi est important car ceci permet d'évaluer les actions misent en place et d'apporter les corrections si ceux-ci comporte des défaillances.

1. Keep Track: Follow-ups help make sure everyone does their job and we see how things are going, fixing problems quickly. 2. Talk and Work Together: Regular check-ins help everyone share updates and ideas, making teamwork better. 3. Get Better and Stay Motivated: Follow-ups let us celebrate wins and give tips, keeping the team motivated and always improving.

Following up is crucial to ensure feedback translates into positive changes. By checking in with team members after delivering feedback, you demonstrate genuine concern for their growth and progress. This follow-up helps maintain accountability, encouraging team members to actively work towards their goals. Additionally, it provides a chance to offer further feedback or modify objectives, ensuring the development process remains flexible and attuned to each individual’s progress. This dynamic approach fosters continuous improvement and supports team members’ ongoing development.

Una vez puesto en marcha el plan de mejora tras recibir el feedback, es fundamental medir continuamente nuestro progreso y el porcentaje de avance alcanzado. Esto nos permitirá realizar ajustes necesarios para mejorar de manera efectiva.

Mastering feedback within your team starts with cultivating trust, ensuring members feel secure and valued, knowing feedback is for their growth. Set clear expectations about the purpose, frequency, and methods of feedback to prevent misunderstandings and normalize the process. Be specific, focusing on particular behaviors or outcomes to provide actionable insights. Encourage dialogue to promote understanding and collaboration. Offer support by setting goals, providing resources, or offering training, showing your commitment to their success. Finally, follow up to ensure feedback leads to positive change and accountability, reinforcing your investment in their development.