Hier erfahren Sie, wie Sie das Feedback der Mitarbeiter effektiv nachverfolgen können.

To effectively follow up on feedback, regularly check in with employees and set clear goals. Provide any needed support and keep track of their progress. Praise improvements and be available to answer questions. Give ongoing feedback, encourage open communication, adjust goals if needed, and keep records of progress. These steps help ensure feedback leads to better performance and growth.

Para acompanhar efetivamente o feedback dado aos funcionários, documente-o claramente, estabeleça metas e expectativas claras, mantenha o diálogo contínuo, utilize sistemas de acompanhamento regular, solicite feedback adicional dos funcionários e forneça suporte necessário. Essas práticas garantem que o feedback seja monitorado de maneira construtiva para promover o desenvolvimento e a melhoria contínua na organização.

#Leadership #TeamGrowth Setting clear expectations is like planting seeds for success. When you give feedback, outline goals and timelines. For example, tell Jim, 'Let's improve your sales calls by 20% in 3 months. We'll check in every 2 weeks.' This way, Jim knows what to do and when to do it. It's like a roadmap to better performance and a brighter future!

Don't just yell "win!" from the sidelines! Set clear expectations. Recap the key points of your feedback and establish clear expectations for improvement. Clarity ensures everyone is on the same page and working towards the same goals. Imagine a coach outlining the opponent's strengths and weaknesses, and the specific plays the team needs to execute – clear expectations prepare your team member for success.

Para acompanhar efetivamente o feedback dado aos funcionários, é importante estabelecer um sistema de comunicação aberto e transparente. Isso inclui regularmente fornecer feedback construtivo, ouvir atentamente as preocupações dos funcionários e estar aberto a mudanças e melhorias. Além disso, é essencial fornecer treinamento e suporte contínuos para que os funcionários possam desenvolver suas habilidades e desempenhar melhor no trabalho. Ao criar um ambiente de confiança e colaboração, é mais provável que os funcionários se sintam valorizados e motivados a melhorar com base no feedback recebido.

After providing feedback, ensure that the employee understands the specific actions and improvements expected. For example, if an employee needs to improve their communication skills, outline what effective communication looks like and suggest actionable steps. Don't just say ambiguous feedback and leave for your next meeting. Ask the employee to ask questions, to think through how they can grow in this area, brainstorm together as to what kind of opportunities might be lined up for them to demonstrate the skill in question. Align on the expectations as well as the action plan.

Don't expect magic on the field! Create a development plan. Work with your team member to create a specific and actionable plan that addresses the feedback points. This plan should include concrete steps, timelines, and resources. Imagine a coach working with each player to develop drills and practice routines to improve their specific skills – a development plan equips your team member with the tools they need to excel.

After providing feedback, a leader can create an action plan for their direct report by co-developing clear, achievable goals. Start with a collaborative discussion to ensure mutual understanding of the feedback. Break down goals into specific, measurable actions with timelines. Use SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to define each step. Incorporate regular check-ins to monitor progress, offer support, and adjust the plan as needed. Encourage ownership by having the direct report propose solutions and strategies. Celebrate milestones together, reinforcing positive changes and fostering a sense of accomplishment and motivation.

Don't wait for the final whistle! Schedule regular check-ins. Schedule regular meetings to discuss progress, address any roadblocks, and provide ongoing support. These check-ins demonstrate your commitment to their development and keep them motivated. Imagine a coach holding huddles throughout the game to adjust strategies and keep the team focused – regular check-ins ensure your team member stays on track.

I often see a lack of follow up after those often uncomfortable feedback sessions, or worse still leaving it until the next annual performance review. Check-in regularly, be clear in advance of any agenda for the discussion so that your team can come prepared so it's a two-way discussion. Remember to celebrate their successes, not just focus on the negative/areas for development.

In addition to making actionable plans, I find setting a clear framework has worked well in my experience - make time, regularly check in, and be available to support & confirm the individual is on the right path. It's usually more effective when the intention of the feedback is clear to the individual - whether it is for career progression, working style, or performance management situations.

Don't send them onto the field alone! Provide resources and support. Offer access to training materials, mentorship opportunities, or additional resources to support their development plan. Providing support empowers your team member and demonstrates your investment in their success. Imagine a coach providing players with access to training videos, drills, or personalized coaching sessions – support equips your team member with the tools they need to thrive.

Be flexible based on the game flow! Adjust as needed. Be prepared to adapt the development plan based on your team member's progress and any unforeseen challenges. Flexibility ensures the plan remains relevant and continues to support their growth. Imagine a coach adjusting plays based on the opponent's tactics – adaptability ensures the development plan remains effective.