Como você pode fornecer feedback específico e acionável para cada membro da equipe?

I agree, but I want to place more emphasis on communication style and preferences because it's crucial to know your team's preference when providing specific and actionable feedback. If the feedback you're sharing is not accepted or received with that specific perspective, the outcome or action you get at the end will be different, and you'll end up in an infinite loop where you have to communicate the same thing again and again. So understanding your team and their preferences saves energy and tome and also helps you move faster towards your goal.

'Knowing your team' demands in-depth understanding of one's team members. The best objective tool to utilize is SWOT analysis, and developing an action plan to leverage the identified strengths of the team member and an understanding of the ways to manage the weaknesses untill improvement happens. By equipping himself/herself with this data and adding emotional intelligence on top of it , a manager can prepare for the feedback conversation well. Ofcourse the influential comms skills of the manager(including empathy, encouragement, being constructive and progressive) can add tremendous value to the conversation and thereby bringing a positive impact on the career of the team member.

Connecting with your team is very important, it is important that you know their strengths and weaknesses along with their aspirations. During the feedback sessions, it is important to give them actionable items to overcome their weaknesses and guidance to meet their aspirations. Actionable items can be recommendation of trainings and certifications, both for technical and soft trainings. Give them targets for on-time and quality delivery and suggestions to improve communication regarding their work. Give them pointers on how to improve customer and coworkers feedback. Sometimes it is also required to give them suggestions on how to manage work and personal situations.

Knowing your team is crucial for effective feedback. Understand their strengths, weaknesses, and goals through regular one-on-one discussions. Recognize and appreciate specific contributions to motivate positive behavior. Provide clear, timely feedback with concrete examples for improvement. Foster open communication, tailoring your approach to individual preferences. Offer resources for development, demonstrating commitment to their success. This personalized and consistent feedback loop promotes a culture of continuous improvement, enhancing both individual growth and team success.

I have learnt over the years that providing effective feedback at regular intervals is key to leading an highly efficient and productive team. Some important things to keep in mind are. 1. Being consistent with the frequency and channel of providing feedback to your team members. I prefer weekly/bi-weekly 1 x 1s. 2. There will be instances when you have to provide a direct feedback vs when you can ask some powerful questions for a team member to self reflect , but it's important to discuss actionable items. 3. Always follow up with what was discussed in an email to document the feedback and actionable items. The above approach helps you enhance performance of willing team members or help you document performance issues.

Before giving feedback, it's crucial not only to know the person but also to have spent some time with them and built a level of trust. Providing feedback is not only about giving it but also making sure the other person can receive it well.

Start by truly knowing your team; understand their individual strengths and weaknesses to tailor feedback that resonates. Set clear expectations by aligning goals and providing a framework. Customizing feedback based on individual roles and goals ensures relevance and actionability. Use specific examples while sharing feedback to make your points concrete and understandable. Regular check-ins to foster open communication channels. Encourage self-reflection to promote accountability and growth. Publicly recognizing contributions and celebrating achievements creates a positive environment. Provide growth opportunities by supporting skill development that aligns with individual goals.

It is also important to stress upon the fact that the feedback is not necessarily the truth. It is just what the organization or the person giving feedback is perceiving about the person receiving the feedback. It is important to keep this in mind and allow the space for the reciever to react accordingly

Providing specific, actionable feedback to each team member is a key aspect of fostering growth. Start by highlighting their strengths, acknowledging their contributions. Be precise in pointing out areas for improvement, offering concrete examples for clarity. Emphasize the impact of their work on team goals. Encourage open dialogue, ensuring they feel heard and supported. Strive for a balance between constructive criticism and positive reinforcement, creating a conducive environment for continuous improvement and collaboration.

Effective feedback is a cornerstone of professional growth. To ensure its meaningfulness, it's crucial to invest time in observing and collecting relevant data. This process is why many mid to large-sized corporations opt for quarterly feedback cycles. For those new to a team and joining mid-cycle, transparency is key. Acknowledge any limitations in providing comprehensive feedback due to the timing of your start. In such cases, leveraging insights from peers can be a valuable alternative to ensure that every team member receives constructive and well-rounded feedback.

Know your teammates 100% , not just fake connects. Communication with each members is must , create an environment where each team member feel confident to share there views good or bad. Sharing there feedback like friends not like boss Plan and discuss how they can improve Take lead and discuss the problem with all and don't hide information , Don't hide info categorizing by role. Don't be micro on tasks if not required, as each member some how knows the truth Make them feel they are really contribution to something big and important for org, don't take all the credit for your own. Some time let them plan the work and find how well they can lead Delegate as much as one can Suggestions must be provided with samples with evidence

Following the agile methodology and acknowledge the status of work completed. If the task assigned is not completed, having the session with the person, discuss about the difficulties, encouraging and providing the feedback in positive manner will help. Timely feedback helps both the project management and person skill development.

Providing clear and crisp feedback on time will help both the individual and the organization achieve their goals. By giving constructive feedback, the individual can learn from their mistakes, improve their skills, and enhance their performance. By receiving timely feedback, the organization can align its actions with its vision, foster a culture of learning, and increase its productivity.

One thing that I've found helpful is scheduling regular meetings with direct reports, and holding yourself to the schedule. Sometimes it takes several meetings to build trust, but feedback is a two-way street, and trust is crucial in order to receive feedback. You always want your direct reports to come straight to you when something happens, and having clear, regular, open communication channels is paramount.

For me immediate feedback is the best you can do. Do a short session after something took place that is worth talking. The worst I ever saw was anonymous 360 degree feedback every few months where random people were asked for feedback to tell in a chinese whisper game. I never understood the points nor was able to act on them.

Be timely Provide feedback as close to the observed event as possible. This helps ensure that the details are fresh in everyone's mind and increases the likelihood of addressing the issue promptly. Be specific Clearly identify the behavior or action that you want to address. Vague feedback can be confusing and may not lead to the desired improvement. Be specific about what went well and what needs improvement.

Effective feedback is a crucial component of professional development, and it's essential to be concise and provide specific examples. It's important to remember that feedback should encompass both areas for improvement and recognition of successes. While there are formal cycles for providing feedback, don't hesitate to address significant events outside these periods. Timing is critical - it's advisable to wait long enough to allow for reflection and digestion of the event, but not so long that the impact diminishes. A good rule of thumb is to provide feedback within a week to three weeks of the event, balancing immediacy with thoughtful consideration.

La retroalimentación honesta es como una charla directa. Ser específico, resaltando lo bueno o corrigiendo lo malo, es clave para guiar acciones futuras. La prontitud en el feedback es esencial, darlo en el momento refuerza su relevancia. Esta retroalimentación señala y sirve de guía sobre qué ajustar o cambiar, fomentando un crecimiento conjunto. Construir una cultura de mejora continua es vital. La clave está en ser claro y constructivo, creando equipos sólidos y ambientes laborales positivos.

It is important that a person is appreciated for the work / set objective that has been accomplished- and in order to take it a bit ahead… polish and shine the work; a manager needs to be able to communicate in an objective manner what is the next step , how can it be achieved. While doing so also provide support either by guiding or helping the person take initial steps - some times by just being there instead of micro- managing.

Effective feedback is timely, specific, and behavior-focused. Using the SBI model, describe the Situation, Behavior, and Impact. Balance positive feedback with constructive suggestions. Encourage self-reflection with open-ended questions. Set clear expectations and provide actionable steps for improvement. Use "I" statements for a non-accusatory tone, fostering an open dialogue for constructive discussions. Remember, the goal is to help team members grow and succeed. Feedback is most effective when it's constructive, specific, and focused on behaviors that can be changed or improved.

1. Acknowledge their strengths and contributions first before addressing areas for improvement. 2. Focus on the impact - Explain how their behavior affect the overall progress / success of the project 3. Try to understand their perspective as well by asking questions - open ended questions might be effective. 4. Be assertive and offer support to come up with concrete steps that they can take to improve. 5. Don't focus on the past mistakes or situation focus on how they can move forward and learn from this experience.

There should always be the good, the bad and the ugly ;) And all three need to be talked about. Especially in Austria we tend to focus on the negative points and love to complain. But it is very important to talk about good things as well.

I start with an engaging conversation and acknowledge the contribution made by the team member and slowly take them through how his/her contributions actually correlate with the goals. This helps a lot for the talent to put things in perspective

Analyze team member expertise based on his knowledge and project deliverables. Make sure assign the right tasks and get trained resources where appropriate

Constructive feedback is key to growth. Use the expectations defined for each role to assess performance. When discussing areas for improvement, avoid direct comparisons with peers. Instead, frame it in a broader organizational context. Be clear that your feedback is aimed at helping them excel, and you're there to support. For positive feedback, go beyond 'good job' by citing specific instances of impressive performance, including peer accolades. Remember, feedback, whether given or received, is not personal; it's a tool for professional enhancement.

La retroalimentación requiere enfoque y equilibrio. Es crucial centrarse en el comportamiento, no en la persona, proporcionando sugerencias específicas para mejorar y no solo señalando problemas. Es necesario reconocer tanto los aspectos positivos como los negativos del desempeño, evitando sesgos. Este enfoque facilita el crecimiento individual y colectivo. Al ser constructivo, se contribuye a un ambiente de aprendizaje donde cada retroalimentación es una oportunidad de evolución. Este enfoque respeta y valora a la persona, fomentando la confianza y la apertura para recibir feedback. La retroalimentación equilibrada debe servir también para reconocer y potenciar fortalezas.

Timely and actionable feedback is key- if we share both good and constructive feedback then and there when we observe - it helps get a perspective immediately. I follow the AID (Action, impact, Desirable action) model to give feedback.

Regular sessions with the same partner are a must in my eyes. Especially if the talk extends to talking about personal development. In that case it is a must to have a peer that know about the work area. I saw how it was with a person that wasn‘t even interested in it and I consider those sessions a fail in that regard.

Feedback typically attached with timeline, if it has to be effective it needs to be immediate, consistent, actionable & fair. - Immediate: No point in talking about a corrective information for an incident which happened long back, effectiveness of the Feedback can be obtained when its been exercised at the right juncture - Consistent : Feedback cant be changing for every incident, it needs to be provided when its been consistently observed and it requires correction - Actionable: Feedback which cant be converted to Actions/Tasks may not fetch the desired results. In fact it needs to be in measurable conditions - Fair: Yardsticks should be same for all based on the grade & Responsibility.

Consistency and fairness in feedback are challenging but crucial. My advice is to set aside grudges and first impressions, especially when you're new or interacting with newcomers. This approach helps minimize feedback bias, ensuring a more objective and productive evaluation.

In my experience, You have to support your team mates and encourage them to go above and beyond. This will help them identifying their potential and will induce a sense of leadership for you as will. If any feedback is provided, it should be a constructive feedback which is welcomed by them and then there will be a gradual positive outcome.

Encouragement whenever it is due should be given when individuals/team has demonstrated exemplary conduct or results to lift spirits and motivate them to continue moving in the right direction. Get their input on how they prefer to be recognized e.g.; public recognitions, monetary, year end performance reviews...etc. This practice removes the perception that individuals or teams are only being monitored for areas of weakness, but that their good deeds don't go unnoticed. Take care not to over do it by rewarding expected behaviors, but rather just the exemplary conduct or results.

The members are already in team, they have gone through a selection process. They need support and encouragement to perform exemplary.

This is extremely critical aspect of a feedback. 1. See it as an opportunity to refine your skills, expand your perspective, and ultimately achieve greater success. 2. Instead of feeling defensive, approach feedback with genuine curiosity. Ask questions to understand the nuances, explore alternate perspectives, and uncover blind spots. Remember, it's about learning, not defending. 3. Engage actively by taking notes, asking clarifying questions, and summarizing key points to ensure understanding. 4. Express gratitude for the feedback, even if it's challenging. Acknowledge the effort and time invested in providing it. 5. Turn feedback into concrete action steps. Discuss potential solutions, set goals for improvement, and track progress.

Initiate feedback sessions by inviting team members to self-evaluate their performance. This nurtures self-awareness and openness to external perspectives. It also creates a foundation for meaningful dialogue on individual perceptions and goals. Cultivate an environment where constructive peer feedback is valued. This approach broadens understanding, enhances collaboration, and provides diverse insights. Effectively managed peer feedback can reveal new viewpoints and foster mutual learning among team members.

PDCA. Check the output and compare with desired results. Give specific positive feedback, negotiate a path for improvement. Set these as plannable goals.

By utilizing the SBI model (Situation, Behavior, Impact) while giving feedback, team members are able to gain valuable insights into how their actions affect both the project and the team as a whole. This fosters a culture of continuous improvement and personal growth, encouraging individuals to reflect on their behaviors and understand the consequences of their actions. Ultimately, this approach leads to the development of more skilled and self-aware professionals within the software industry.

To offer specific, actionable feedback: Set clear expectations and goals for each team member. Personalize feedback, citing examples for clarity. Encourage an open dialogue for two-way communication. Prioritize timely feedback to address issues promptly. Provide resources and support for skill development. This approach fosters individual growth and strengthens team dynamics.

Regularly schedule one-on-one meetings, focus on specific behaviors or outcomes, use the Situation-Behavior-Impact (SBI) model, and offer constructive suggestions for improvement. For instance, in a software development team, provide feedback on a specific coding task, highlighting the situation, describing the observed behavior, and explaining the impact on the project to ensure clarity and actionable insights for each team member.

Start by setting a comfortable tone and space. Specific with feedback, pointing out exact instances of the underlying issues. It's crucial to focus on the task, not the person. Highlighting inaccuracies rather than labeling someone as careless. Explain how actions affect the project, listen to his or her side. Ask questions to help find the solutions, rather than giving the solution. Follow up and acknowledge progress. This could help build a culture of trust and continuous growth.

Actionable feedback expects actions. Being objective helps in motivating others. Well balanced positive as well as negative feedback will dilute the issue raising probability and further boost your being objective. Avoid judgemental statements and be very clear in communication. Follow ups is next.