Wie geben Sie einem Kollegen konstruktives Feedback, ohne dass es wie Mikromanagement wirkt?

Building trust is key here. When coworkers trust your judgment and intentions, they're more likely to see your feedback as helpful rather than controlling. They'll be more open to your suggestions and view them as a chance to improve, not a criticism of their abilities. 🧿 Focus on collaboration: Frame your feedback as a suggestion for improvement, asking for their thoughts and offering your help. This shows respect for their expertise. 🧿 Be specific: Highlight the specific area for improvement and explain the impact. This avoids nitpicking and keeps the focus on the bigger picture. 🧿 Appreciate the effort: Acknowledge their work and effort before suggesting improvements. This builds trust and makes them more receptive to feedback.

Es fundamental saber ESCUCHAR para generar confianza. Las personas se aburrieron de tener interlocutores que hablan y que no son capaces de escuchar. Recuerda que el aspecto más importante en toda comunicación es SABER COMPRENDER LO QUE EL OTRO QUIERE, ¡No cometas el error de expresar la comunicación en una sola vía!

Utilizar el método 'sándwich' es muy efectivo: comenzar con un comentario positivo, luego ofrecer la retroalimentación constructiva y terminar con otro comentario positivo. Es importante ser empático, escuchar activamente la perspectiva del compañero y ofrecer soluciones en lugar de solo señalar problemas. La retroalimentación debe ser oportuna y se debe fomentar un diálogo abierto para que sea una conversación y no un monólogo.

Por eso, buscar la instancia de salir de las 4 paredes habituales de la oficina es una excelente forma de generar un buen feedback.

🧿 Focus on specific actions: Instead of saying "This section needs work," try "Consider rephrasing this sentence for better clarity." Being specific avoids confusion and pinpoints areas for improvement. 🧿Offer suggestions, not demands: Frame your feedback as a question. For example, "Have you considered trying X approach?" instead of "You should do X." This fosters collaboration and avoids dictating how they should do their job. 🧿Highlight the positive aspects: Acknowledge their effort before suggesting improvements. "I like the structure of this report, here's a suggestion to strengthen the conclusion." This shows respect for their work and makes feedback more palatable. Was it useful? 👍

Se tiene que hablar oportunamente de una situación en particular que requiere corrección efectiva y oportuna. Por ello, la instancia de corregir debe ser en un momento cercano a la situación para que el interlocutor recuerde y entienda lo que debe modificarse en su conducta

Here's how to deliver constructive feedback without micromanaging, using positive framing: 🧿 Start with Appreciation: Acknowledge their effort before diving into feedback. (Positive framing) This sets a positive tone and shows you value their work. 🧿 Offer Suggestions: Frame your feedback as suggestions for improvement. (Positive framing) Instead of saying "you did this wrong," say "Have you considered trying this approach?" 🧿 Collaborate on Solutions: Work together to find the best approach. This shows you trust their abilities and want to help them succeed. Did that help?👍

To give constructive feedback without it seeming like micromanaging, focus on specific behaviors or outcomes rather than overly controlling details. Start by sharing observations with context on why the feedback matters for their development or project success. Encourage their autonomy by asking for their thoughts and solutions. Provide actionable suggestions for improvement and offer support or resources if needed. Frame the feedback as a collaborative effort aimed at mutual growth and success, ensuring they feel empowered rather than undermined by the feedback process.

También explicar con un ejemplo de una situación similar que te haya ocurrido es una buena forma de demostrar que a todos nos ha ocurrido alguna vez

Offering solutions demonstrates your support and avoids simply dictating how to fix the issue. It shows you're invested in their success and fosters a collaborative spirit. 🧿 Focus on the task, not the person: Frame your feedback around the specific issue and how it can be improved, not the coworker's abilities. 🧿 Offer solutions, not just criticism: Suggest alternative approaches or resources that might be helpful. This shows a willingness to collaborate and solve the problem together. 🧿 Ask open-ended questions: Encourage your coworker to explain their thought process. This can help identify misunderstandings and lead to a better outcome. Was it useful?👍