Here's how you can provide feedback to your colleagues without falling into potential pitfalls.

Provide feedback to colleagues without pitfalls by being specific and focusing on behaviors, not personalities. Use a positive tone and offer constructive suggestions. Ensure your feedback is timely and relevant to the situation.

Imagine catching your colleague before a big presentation to give them some pointers. Timing is key. A private, calm moment ensures your feedback lands well. Next, ditch the broad critiques. Specificity is your friend. Focus on a specific action, like their presentation structure. Use "I" statements to personalize it, like "I noticed your slides were text-heavy. How about incorporating visuals to enhance the message?" Positive framing paves the way for improvement. Start with appreciation, like "I liked your enthusiasm in the presentation!" Then, suggest an alternative, "Perhaps next time we could explore different slide layouts to make the key points stand out even more." Finally, active listening

We should start with something simple yet very important: criticisms or negative feedback should be given in private, never in public. It won't matter if you follow these 7 steps perfectly if you deliver the feedback in front of other coworkers. The person will feel exposed, possibly humiliated or intimidated, and will hardly benefit from any information they receive.

When giving feedback, it’s important to be specific and point out exactly what needs improvement. Instead of saying, "you need to be more organized," say, "I noticed that you have difficulty keeping your workspace organized, and this is affecting your productivity." This way, the person will have a clear understanding of what needs to change. Additionally, if you have experienced the same situation or overcome the same difficulty that is now the reason for criticism or negative feedback in someone else, mentioning this as an example shows empathy, generates affinity, and fosters a sense of collaboration.

Show drafts volume_up Empower your team with constructive feedback! Pick a calm moment, ditch vague critiques and focus on specifics. Start with praise, then suggest improvements ("Your enthusiasm is great! Maybe visuals could enhance the message?"). Finally, listen actively to show respect and create a space for open dialogue. This makes your feedback a positive force for growth, not a loaded weapon.

D'abord, il est important de distinguer feedback et critique constructive. La "critique constructive" n'existe pas, car de manière implicite, elle évalue, juge et est donc de nature subjective. En revanche, le feedback est un outil puissant et objectif, car factuel (ce que je vois, ce que j'entends, ce que je mesure). Ensuite, le leader doit comprendre comment formuler ses besoins. Utiliser "J'ai besoin DE ceci ou cela" plutôt que "J'ai besoin QUE tu" permet de communiquer sans fuir sa responsabilité. Ces 3 étapes mènent vers une relation plus efficace, car plus authentique.

Providing feedback effectively is crucial for fostering a positive work environment. Few tips to help: First, be specific and focus on behaviors, not personalities. Instead of saying, "You're always late," try, "I've noticed you've been arriving late this week, which impacts our schedule." Second, use the "sandwich" approach: start with a positive, address the area of improvement, and end with another positive. This helps balance criticism with encouragement. Third, be empathetic and listen. Ensure your colleague feels heard and understood. Lastly, follow up. Feedback is a continuous process. Offer support and check in on their progress. This approach not only improves performance but also strengthens professional relationships.

I believe it is key to generate a conversation, as it is the best way to identify the causes of certain actions and thus understand and correct them, seeking better methods together. It is also essential that feedback is given in a safe environment, as this fosters constructive and positive responses.

When giving feedback, it's also important to give the person space to respond. Listen carefully to what they have to say and try to understand their point of view. This helps create a dialogue where both parties can work together to find a solution. Remember that giving feedback is not just about pointing out problems but also about working together to find solutions. If you notice that the person is becoming defensive and overly justifying themselves, suggest that they take some time to reflect on your message and show that you are open to discussing the matter again with them.

Algumas abordagens são perigosas, nunca use adjetivos pejorativos mesmos que citados para ser excluidos. Dizer que alguém não é algo ruim passa uma segunda intenção maldosa que se desconecta totalmente com o objetivo do díalogo. Isso passa uma mensagem negativa. Preparar o ambiente privado e falar e ouvir de forma amigável, transparente e direta sem ofender é uma maneira positiva mais assertiva.