Last updated on Jul 9, 2024

Here's how you can ensure timely and effective feedback delivery.

Managing conflict often requires delivering feedback that can be challenging to both give and receive. Ensuring this feedback is both timely and effective is crucial to maintaining a healthy work environment and fostering growth. Whether you're a team leader or a colleague, mastering the art of feedback delivery can transform potential conflicts into opportunities for improvement. Here's how you can ensure your feedback is not only heard but also acted upon, paving the way for positive change and professional development.

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1 Plan Ahead

Before diving into a feedback session, planning is essential. You need to identify the specific behaviors or outcomes that need addressing. This preparation allows you to provide clear examples and avoid vagueness, which can lead to misunderstandings. Consider the timing of your feedback as well; it should be close enough to the event in question to be relevant, yet at a time when both parties can engage in a constructive conversation without time pressure.

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Gloria Sueli Campos

Diretora da GIAR Centro de gestão e resolução de conflitos . Especialista em mediação e negociação assistida. Gestão de resolução de conflitos. Cursos on line. Consultoria. Treinamentos. Palestras.
Todo processo para alcançar os 3Es (Eficácia, Eficiência e Efetividade) precisa da habilidade de planejamento do gestor. O desenvolvimento das reuniões assim como a aplicação de técnicas exige definição e objetividade para que surta a modificação comportamental e a compreensão das mensagens. Uma sessão planejada de feedback fornecera resultados específicos que precisam ser abordados.

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Windy Cydylo

Insurance Trainer at Lakeview Household Insurance Solutions
First, write a script or outline what you want to say to stay focused and organized. Provide feedback as soon as possible after the event to maintain relevance. Be specific and focus on observable behaviors, not personal traits, using clear and concise language to avoid misunderstandings. Structure your feedback using the "sandwich method," starting with positive points, addressing areas for improvement with specific examples, and ending on a constructive note. Encourage a two-way dialogue, allowing the recipient to share their perspective and ask questions. Offer actionable suggestions for improvement and express confidence in their ability to grow. Finally, follow up to track progress and provide additional support as needed.
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Author Tushar Sheth

Bestselling Author & Versatile Content Expert | SEO & Web Content Writer | Graphic & Web Designer
Here's a recipe to ensure your feedback delivery is on point: Preparation is Key: Set Clear Expectations: Before embarking on the feedback journey, establish clear expectations for the employee's role and responsibilities. Gather Specific Examples: Gather concrete examples of the employee's actions, behaviors, or results to illustrate your points. Focus on Timeliness: Address Issues Promptly: Address performance concerns for improvement as soon as possible, while details are fresh in everyone's mind. Schedule Regular Check-Ins: Integrate regular performance check-ins into your routine. Effective Delivery: Focus on Behavior, Not Personality: Focus on the specific behavior or action and its impact on performance.
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2 Set the Tone

The way you approach feedback can significantly influence how it's received. Start by creating a safe and private space to talk. Frame your feedback with positive intent, making it clear that your goal is to support and not to criticize. Use "you" statements sparingly and focus on the behavior, not the person. This helps in reducing defensiveness and opens the door to a more receptive dialogue.

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3 Be Specific

Vague comments can lead to confusion and further conflict. Instead, be as specific as possible about what actions or behaviors need change. Offer concrete examples and focus on observable facts rather than subjective opinions. This specificity not only helps the recipient understand the issue but also provides a clear direction for improvement.

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Gloria Sueli Campos

Diretora da GIAR Centro de gestão e resolução de conflitos . Especialista em mediação e negociação assistida. Gestão de resolução de conflitos. Cursos on line. Consultoria. Treinamentos. Palestras.
A compreensão da comunicação requer esforço na habilidade de escuta. Toda intervenção do gestor garante uma oportunidade de reflexão que pode auxiliar na condução das conversas. A orientação do gestor para que os participantes do processo sejam claros e objetivos estimulam que confusão sejam eliminadas e as negociações se desenvolvam dentro da busca de soluções satisfatórias com a celeridade desejada.

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4 Listen Actively

Feedback is a two-way street. After you've delivered your message, give the other person a chance to respond. Listen actively, which means fully concentrating, understanding, responding, and then remembering what is being said. This demonstrates respect for their perspective and can provide insights into any underlying issues that may need to be addressed.

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5 Follow Up

Feedback doesn't end with the initial conversation. Schedule a follow-up to discuss progress and any further support needed. This shows commitment to the recipient's growth and ensures that the feedback leads to real change. It also reinforces the message that you are invested in their success and willing to help them achieve it.

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Gloria Sueli Campos

Diretora da GIAR Centro de gestão e resolução de conflitos . Especialista em mediação e negociação assistida. Gestão de resolução de conflitos. Cursos on line. Consultoria. Treinamentos. Palestras.
No desenvolvimento de uma negociação a certeza da compreensão das falas se torna um elemento essencial. Cabe ao gestor esta verificação. Duas técnicas se tornam aliadas para acompanhamento do progresso e qualquer suporte adicional necessário, são o resumo é o feedback. Trazer esse entendimento das necessidades e interesses para a reunião será o pilar para acordos bem-sucedidos e de ganho mutuo.

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6 Encourage Growth

Finally, emphasize the opportunity for growth. Feedback should inspire development, not fear of failure. Encourage the recipient to set goals and take actionable steps towards improvement. Recognize their efforts and progress, which will reinforce positive behavior and build confidence.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Conflict Management

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Here's how you can ensure timely and effective feedback delivery.

1

2

3

4

5

6

7

1 Plan Ahead

2 Set the Tone

3 Be Specific

4 Listen Actively

5 Follow Up

6 Encourage Growth

7 Here’s what else to consider

Conflict Management

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Here's how you can ensure timely and effective feedback delivery.

1

2

3

4

5

6

7

1 Plan Ahead

2 Set the Tone

3 Be Specific

4 Listen Actively

5 Follow Up

6 Encourage Growth

7 Here’s what else to consider

Conflict Management

Rate this article

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