Here's how you can enhance performance evaluations and team motivation with feedback.

Let your team know that you are open to feedback. You can model the graciousness with which you expect team members to receive your own feedback.

- give the feedback on time ASAP after the event you are involved. - communications skills appreciation for positive customer experience engagement it will boost there performances and remove the stress as well . - avoid to effect your feedback on the personal feeling and influenced feedback. - Focus for the specific point what is well done or point need to improve

Tener retroalimentación constante de las actividades realizadas en el día a día o en un período de tiempo, mejora notablemente la labor a realizar, ya que existirá mayor claridad en el proceso, afianzará al equipo de trabajo en su compromiso con la organización. Por ejmplo, el feedback que se otorga a los teleoperadores del Call center luego de monitorear sus llamadas les aporta el conocimiento correcto y poder mejorar en las áreas donde sea necesario.

Don't just create a feedback loop; formalize it. Implement regular, structured feedback sessions, such as weekly one-on-ones or bi-weekly team check-ins. This ensures that feedback is not just an occasional event but an ongoing conversation that fosters continuous improvement.

Creating performance scorecards tied to desired attributes and goals, including team member evaluations, is valuable for monthly coaching. When linked to performance appraisals, it eliminates surprises during formal reviews.

Tie praise to specific values or behaviors. Instead of just saying "great job," connect the praise to the company's core values or desired behaviors. For example, "Your proactive approach to guest service truly embodies our commitment to hospitality excellence."

Use the "sandwich method" for delivering difficult feedback. Start with a positive observation, then address the area for improvement, and conclude with another positive point. This helps to soften the impact of criticism and keeps the overall tone constructive.

Implement a "check-in agenda." Prepare a list of questions or topics to guide each check-in, ensuring that the discussion is focused and productive. This could include updates on goals, challenges faced, and any support needed.

Por supuesto, no se vale solo buscar el éxito a nivel organizacional; también es de vital importancia considerar al empleado en otras facetas más personales...como su familia, deportes o algún hobby ya que esto lo anima a dar más de si mismo para el proyecto de la empresa al saber que sus jefes están interesados en su progreso como un ser integral.

Encourage peer-to-peer feedback. This can provide valuable insights and perspectives that managers may not see. It also fosters a culture of continuous improvement and open communication among team members. Implement a "360-degree feedback" system. This involves gathering feedback from multiple sources (peers, subordinates, supervisors) to provide a well-rounded view of each employee's performance and identify areas for growth and development.