Here's how you can provide effective feedback without making common mistakes.

When giving feedback, ditch the vagueness! Specificity is your secret weapon. Tossed-off comments leave the receiver confused and unsure how to improve. Instead, pinpoint specific actions or behaviors that need attention. Don't get bogged down in minor details, but focus on impactful areas where adjustments can make a big difference. Clear, specific feedback acts as a roadmap, making it easier for the recipient to grasp your suggestions and take concrete steps towards improvement. This targeted approach fosters growth and ensures everyone is on the same page, propelling the team forward.

Feedback vago como "Bom trabalho" ou "Você precisa melhorar" não oferece informações úteis. Em vez disso, identifique comportamentos específicos e descreva exatamente o que foi positivo ou o que precisa ser melhorado. Por exemplo, "A apresentação que você fez foi excelente porque você usou dados atualizados e respondeu às perguntas de forma clara e concisa."

Mantenha o equilíbrio entre feedback positivo e negativo. Um erro comum é concentrar-se apenas nos aspectos negativos, o que pode desmotivar. Utilize a técnica do "sanduíche", começando com um elogio, seguido de uma crítica construtiva, e terminando com outro elogio. Isso ajuda a manter a moral alta enquanto aborda áreas de melhoria.

Feedback is a tightrope walk – balance is key! A relentless stream of criticism can be crushing, while constant praise can ring hollow. Aim for a balanced approach. Acknowledge the good stuff – highlight successes and what's working well. This fuels motivation and creates a space where constructive criticism can be heard. Then, gently weave in areas for improvement. Focus on specific, actionable suggestions for growth. This balanced approach fosters a safe space for open communication, where team members feel empowered to learn and grow, ultimately propelling the entire team forward.

When providing feedback, move beyond personal preferences and subjective judgments. Instead of saying what you would have done, evaluate the work against predefined objectives. Objective evaluation ensures feedback is constructive and aligned with goals. This approach avoids anecdotal evidence and uses logical arguments relevant to the project's aims. Focus on whether the work meets the criteria, offering clear, actionable insights that help improve performance. Remember, the goal is to assess effectiveness, not to impose personal tastes. This fosters a professional, productive feedback environment, ensuring critiques are fair and focused on improvement.

When providing feedback to your team, it is so important to balance positive and negative comments. You don't want to overly praise your team or that praise will lose value but too much negativity can be hurtful and demotivating. It's helpful to use specific, tangible examples of work that was well done or needs improvement. It may also help to frame areas of improvement as opportunities to tackle challenges and grow. The positive growth mindset reminds your team that you're invested in their ultimate success and that this moment is not a reflection on their personal value.

Once I landed in the field of digital media strategy around a decade back, the best advice that I received from my mentors, and which remains true to this day, is to always 'know your audience'.

Timing is everything, especially for feedback! Feedback delivered too late loses its impact, while blurting things out in the heat of the moment might backfire. Finding the sweet spot is crucial. Aim for feedback that's still fresh and relevant to the situation, but delivered when the recipient is receptive and can reflect on it calmly. This timeliness ensures the feedback is contextual and has the best chance of being heard, understood, and ultimately acted upon. By delivering well-timed feedback, you create opportunities for growth and empower your team to consistently deliver their best work.

Feedback shouldn't be a monologue! Turn it into a conversation by asking questions and inviting the recipient's perspective. This clears up misunderstandings and allows for a richer discussion about performance and expectations. Don't dictate, engage! This collaborative approach positions feedback as a tool for problem-solving together, not a one-sided judgment. By fostering open dialogue, you create a space where team members feel heard and empowered to learn from each other. This two-way street paves the way for growth, propelling both the individual and the entire team forward.

Também é importante criar um ambiente de confiança onde o feedback seja bem-vindo. Encoraje uma cultura de comunicação aberta, onde os funcionários se sintam à vontade para receber e fornecer feedback. Isso pode ser cultivado ao demonstrar que você valoriza a opinião dos outros e ao receber feedback de maneira construtiva.

Once I landed in the field of digital media strategy around a decade back, the best advice that I received from my mentors, and which remains true to this day, is to always 'know your audience'.

Offering sincere support is essential to providing feedback with authentic and honest empathy. I recommend coming to the feedback meeting with a few ideas, connections or (better yet) coaching questions that will help that receiver chart a path forward that will help them improve. Offering support shows that you have skin in the game and you are invested in their career.

Depois de fornecer feedback, acompanhe para ver se houve melhoria e ofereça apoio contínuo. Isso demonstra que você está comprometido com o desenvolvimento da pessoa e valoriza o crescimento contínuo.

To provide effective feedback without making common mistakes, focus on being specific and objective, addressing particular behaviors or outcomes rather than personal traits. Use a balanced approach, combining positive observations with constructive criticism. Ensure your feedback is timely, given soon after the observed behavior or event. Encourage a two-way dialogue, allowing the recipient to share their perspective and ask questions. Finally, offer actionable suggestions for improvement, and follow up to support progress and acknowledge growth.