Voici comment vous pouvez garantir la livraison rapide du feedback en tant que manager.

Feedback without setting the right expectation with your team is like expecting them to read your mind. Whether you are working with a team member who is new to the team or you are dealing with a New team your self, setting the right expectation & reviewing them periodically is very important starting point for feedback . 1. Set the expectation in writing so there is no room for miscommunication, an email or if your organization provides any tool like workday to document this is perfect. 2. Get an informal / formal acknowledgement to make sure the message was received. 3. Make it clear to your team members, the frequency of when you would be discussing with them how they are meeting the expectations or any suggestions you might have

It works in a culture of mutual respect which cascades down the ranks... While giving feedback you can not sit on a high pedestal of being righteous and making the person receiving feedback feel low on esteem. Feedback has to be non judgemental..thin line needs to be honoured by both ends.. While receiving feedback reciever is also giving feedback to the giver..how well he has recieved it and what value he is attaching to it.. Trust is important on both sides..

Para garantir a entrega do feedback é essencial para o sucesso da equipe. Como gerente, defina expectativas claras desde o início: comunique os critérios de desempenho e os prazos para revisões regulares. Utilize reuniões individuais para fornecer feedback construtivo e alinhado aos objetivos de cada membro. Seja específico, pontual e focado em soluções. Incentive a cultura de feedback contínuo, criando um ambiente de confiança e abertura. Assim, promove-se o desenvolvimento constante e o engajamento da equipe.

As a manager, setting clear expectations ensures timely delivery of feedback by establishing regular feedback schedules and defining criteria for performance reviews. This proactive approach keeps employees informed about when to expect feedback, promotes accountability, and supports continuous improvement.

Feedback should be honest and based on real-time cases, rather than what a manager feels or assumes about the candidate. The time distribution should always be 50:50. Keep it simple, clear and always and provide suggestions or an improvement plan. Reiterate the best things that he or she might have done and how their sincere contribution enhanced a the value of a project

Setting expectations involves clearly communicating to team members the importance of timely feedback. Consistently providing feedback on time fosters a culture of accountability and continuous improvement. It allows employees to make necessary adjustments promptly, enhancing their performance. Timely feedback also demonstrates respect for employees' efforts and helps maintain momentum towards goals. Ultimately, it cultivates a more efficient and effective work environment.

Ensure timely delivery of feedback as a manager by: Scheduling Regular Check-Ins: Set consistent times for feedback sessions. Acting Promptly: Provide feedback soon after observing performance. Prioritizing Feedback: Make it a priority in your management routine. Using Tools: Utilize project management tools to track performance and feedback timelines. Being Accessible: Maintain open lines of communication for immediate feedback when needed. Setting Expectations: Clearly communicate when and how feedback will be given. Creating a Feedback Culture: Encourage a continuous feedback loop within the team.

Delivering feedback promptly is a cornerstone of effective management. Timely feedback helps employees understand their performance, make necessary adjustments, and feel valued. Here is how; I schedule regular one-on-one meetings with my team members. These meetings provide a consistent opportunity to discuss performance, address concerns, and provide feedback. By making these check-ins a routine, feedback becomes an ongoing conversation rather than a sporadic event. I establish clear and open lines of communication. This includes using tools like email, messaging apps, and project management software to ensure feedback can be given and received efficiently. Being accessible and responsive also plays a crucial role in this process

In my experience, timely feedback is vital for team success, and the key lies in consistency and clarity. Here's how I manage it: First, I schedule regular one-on-one meetings with my team members to discuss their performance, address concerns, and provide constructive feedback. This routine ensures that feedback is continuous and not just reserved for annual reviews. Second, I use specific examples when giving feedback. This helps the recipient understand the context and makes the feedback actionable. Lastly, I always follow up. After providing feedback, I check in with my team members to see their progress and offer additional support if needed. This reinforces the importance of the feedback and encourages improvement.

Setting expectations at the onset is extremely crucial as a manager so that everyone is on the same wavelength. Having a 15 minute discussion with every team member at least on a monthly basis, which is documented is absolutely crucial.

Choosing tools for timely feedback as a manager is crucial. Opt for platforms like Slack or Trello for quick updates. Utilize Google Docs for collaborative feedback sessions. Project management tools such as Asana or Jira can streamline feedback processes. Prioritize tools that align with your team's workflow for efficient communication.

I have used inhouse organisation 360 deg feedback tool and other open source tools to perform self analysis and anonymous feedback received from team members, validated via SWOT to understand where I lack and how further I can bring physiological safety to workplace

Utilize ferramentas certas para melhorar a eficiência e a precisão do feedback. Software de gerenciamento de projetos, como Trello, ajudam a monitorar tarefas e desempenho em tempo real. Plataformas de comunicação, como Slack ou Microsoft Teams, facilitam o diálogo contínuo e o acompanhamento de progresso. Aplicativos de calendário, como Google Calendar, permitem agendar sessões regulares de feedback. Essas ferramentas proporcionam dados precisos e insights que tornam o feedback mais concreto e direcionado.

Use project/communication tools or calendars to schedule feedback & track progress. Tech streamlines the process for timely feedback.

Timely feedback fosters clarity and growth, ensuring employees can promptly adjust. It maintains momentum and prevents issues from escalating. Regular check-ins facilitate a dynamic feedback loop, reinforcing positive behavior or addressing concerns promptly. This approach cultivates a culture of continuous improvement and accountability. Overall, it enhances productivity and strengthens team cohesion.

If I ask direct reports to be specific with their performance metrics and goals, then I’d sure better be able to give specific feedback as well. Being direct is critical, but this is much easier to do as a manager if you’ve already developed an open dialogue. And after giving specific feedback it’s still important to follow up with additional specific steps and communication.

Being specific when giving feedback to reportees is crucial for their growth and performance improvement. Clear, detailed feedback helps them understand exactly what they're doing well and where they need to improve. Vague comments can lead to confusion and frustration, as employees might not know how to translate feedback into actionable steps. Specific feedback fosters transparency, builds trust, and shows that you are paying attention to their work. It also encourages a culture of continuous improvement and accountability. By pinpointing precise behaviors and outcomes, you provide a clear path for development, enhancing overall team productivity and morale.

As a manager, being specific ensures timely delivery of feedback by clearly outlining the observed behavior, its impact, and suggested improvements. This precision helps employees understand the feedback, act on it quickly, and fosters a transparent and efficient communication culture.

When giving feedback, being specific is crucial. General comments can cause confusion and fail to offer practical advice. Clear, detailed feedback ensures the recipient understands exactly what was done well or what needs improvement. This precision helps to build trust, as it shows you are paying attention and genuinely care about their development. By pointing out specific instances, behaviors, or outcomes, you provide a roadmap for future actions. Specific feedback not only aids in personal and professional growth but also enhances communication, making expectations and standards unequivocal. This leads to better performance and continuous improvement.

Seja direto! Isso não significa ser 'grosso' é ser direto, não ache que as pessoas vão ler nas entrelinhas, que elas vão desvendar os mistérios das suas palavras... seja claro, direto, exemplifique, dê exemplos, faça algum item para ficar mais claro. É o melhor caminho e tem resultados fantásticos e seu liderado entenderá que de fato tem alguém ao seu lado que pode faze-lo melhorar e também reconhecer seus feitos!

Make it Specific: Focus on actions & outcomes, explain impact (positive or negative) on the team & goals. This clarifies what to improve and reinforces value (praise or critique). Turns feedback into adjustments, not critiques.

In today's IT landscape, many organizations prefer partnering with MNCs, overlooking the potential of small and medium-sized enterprises (SMEs) as vendors. Despite SMEs often being more cost-effective and providing high-quality services driven by their growth aspirations, they are frequently overshadowed. This is partly due to entrenched preferences and the influence of corporate lobbying, which can stifle competition. It's crucial for decision-makers to recognize the value that SMEs bring—innovation, agility, and dedication. By diversifying their vendor base to include SMEs, organizations can benefit from competitive pricing and tailored solutions that drive success. #BusinessGrowth #VendorDiversity #ITInnovation #SupportSMEs

Openness is the most important aspect of management. Without hearing employees, their concerns, and improving the work environment based on feedback, everyone feels discouraged and left out. This increases burnout and overall a worse work environment. In my environment, I always keep an open door policy, so no one feels ignored or left out, whether its about meeting expectations, or just chatting about the weekend. Being open makes sure employees feel seen and heard.

Employees need to know that their voices are heard. As a manager, sometimes that means just listening, and other times taking some action and/or raising it up the chain. You may not be able to “solve” every concern or accommodate every request (especially right away), but being open enough to develop a trust and dialogue are key to a healthy and satisfying working relationship.

Open Communication: Encourage two-way feedback & open-door policy. This builds trust and fosters a continuous feedback culture (peer-to-peer & top-down).

Be Timely: Address issues or praise close to the event. This shows you're attentive and reinforces the relevance of feedback. Corrects course quickly and celebrates wins in real-time.

Timely feedback is crucial. Don't let praise or critiques linger - act promptly. Giving feedback while it's fresh in everyone's mind means better understanding and impact. It also shows that as a leader, you're invested in their growth, and keep them moving forward at their best.

Timeliness in feedback is not just about regular intervals but also about immediacy when necessary. From my leads and mentors, I've learned that while structured feedback sessions are essential, addressing issues or recognizing achievements in the moment can be even more impactful. Immediate feedback helps to correct course quickly, reinforce positive behaviors, and show responsiveness. This approach fosters a culture of continuous improvement and agility. Regular check-ins are valuable, but they should be complemented by prompt responses to ensure that feedback is relevant and actionable, driving real-time growth and development.

Garantir a entrega oportuna e assertiva de feedback é essencial para o sucesso da equipe. Defina expectativas claras desde o início e estabeleça prazos para revisões regulares. Após fornecer o feedback, acompanhe de perto a implementação das sugestões e as mudanças no desempenho. Realize reuniões de acompanhamento para discutir os progressos, oferecer suporte adicional e ajustar estratégias, se necessário. Esse acompanhamento pós-feedback é crucial para garantir o desenvolvimento contínuo e o engajamento da equipe.

Ensuring that feedback leads to action requires diligent follow-up on previous discussions to monitor how team members are progressing with the advice given. This ongoing engagement demonstrates a commitment to their development and shows that feedback is not just a formality but a tool for growth. By revisiting past feedback, you can assess improvements, address lingering issues, and provide additional guidance as needed. This continuous loop of feedback and follow-up fosters accountability and keeps everyone aligned with goals and expectations. It also encourages a proactive approach to personal and professional development, ensuring that feedback translates into tangible, positive changes.

To create a continuous feedback culture, always strive to set an example, make sure to provide multiple feedback channels, and ensure feedback is specific, actionable, and balanced between positive and constructive comments. Not simple nor easy if you’re starting to make headwinds with only a few in tow. Foster a safe environment where everyone feels comfortable giving and receiving feedback without fear of judgment or retaliation. This happens more naturally when collaboration is the name of the game. Regular training and routine feedback sessions help normalize the process and make it an integral part of the day. Act on feedback received to demonstrate its value and encourage ongoing participation. Make it a learning experience.