Here's how you can make your feedback constructive and helpful.

Provide concrete, observable behavior-focused comments instead than focussing on personal qualities in order to make it constructive and beneficial. When expressing your viewpoint, use "I" statements and back it up with examples. To keep things balanced, point out the good while making concrete recommendations for change. Make sure your voice is courteous and encouraging, with the intention of promoting progress. Finally, encourage mutual understanding and cooperation by initiating a two-way conversation.

The STAR (Situation-Task-Action-Result) Model This model is particularly useful for performance reviews and self-reflection. Situation: Describe the situation. Task: Explain the task that needed to be completed. Action: Describe the actions taken. Result: Explain the results of those actions. Example: Situation: "Last month, when we were behind schedule on the project..." Task: "...you were assigned to lead the team to meet the deadline." Action: "...you organized daily check-ins and delegated tasks efficiently." Result: "...we finished the project on time and received positive client feedback."

The sandwich approach, also known as the "positive-negative-positive" method, is an effective technique for delivering feedback in a way that is constructive and encouraging. Here’s how you can use this approach: 1. Start with Positive Feedback: Begin the conversation with a genuine compliment or positive observation. Highlight specific strengths or accomplishments to set a positive tone. 2. Deliver Constructive Criticism: Be specific about what needs to change and provide clear, actionable suggestions. Ensure your critique is focused on behavior or outcomes, not personal attributes. 3. End with Positive Feedback: Reinforce their strengths and express optimism about their growth and future performance.

Para complementar sobre ser específico: Traga para o dia a dia dessa pessoa que está recebendo o feedback. Concentre-se no que pode ser melhorado em termos de comportamento ou desempenho, não na pessoa em si. Dê feedback logo após a situação ocorrer para que seja mais relevante e útil. Relacione o feedback aos objetivos e expectativas da pessoa ou da organização, será mais efetivo.

Um feedback específico é essencial para que seja compreensível e aplicável. Ao fornecer feedback, é importante destacar comportamentos ou ações específicas observadas, de preferência utilizando dados ou exemplos reais, ao invés de generalizações. Isso permite que o receptor compreenda claramente o que precisa ser melhorado ou reforçado. Além disso, ser específico facilita a identificação de áreas de desenvolvimento concreto e tangível, aumentando a eficácia do feedback no processo de crescimento individual e organizacional.

To ensure your feedback is truly helpful, it's important to be specific and focus on behaviors. Use 'I' statements to express your thoughts in a non-accusatory way, and try to share your feedback as soon as possible. Remember to balance the positives with the negatives, and if you can, offer solutions to the issues at hand. Base your feedback on observable facts, and always deliver it with respect and empathy. Lastly, encourage a dialogue by inviting the recipient to share their perspective.

"Feedback Balanceado: O Segredo Para Engajar e Desenvolver sua Equipe!" Eu creio que o equilíbrio no feedback é essencial para cultivar uma equipe motivada e em crescimento contínuo. No dia a dia, podemos aplicar isso adotando uma abordagem de reforço positivo aliada a críticas construtivas. Que tal iniciar cada feedback com pontos fortes destacados, seguidos por sugestões de melhoria? Isso não apenas eleva a moral, mas também fortalece o compromisso com o desenvolvimento pessoal e profissional. Lembre-se: um feedback equilibrado nutre um ambiente de trabalho saudável e produtivo!

Maintaining confidentiality is crucial when providing sensitive feedback. Sharing such feedback in a private setting ensures the recipient feels secure and respected, fostering an environment of trust. This approach prevents embarrassment and helps the recipient focus on the feedback without external pressures. Upholding confidentiality demonstrates professionalism and respect for the individual's privacy.

Feedback isn't just black and white. Don't drown people in negativity or shower them with empty praise. Recognize successes to boost morale, then gently guide them on areas to improve. This way, your team feels appreciated while understanding there's space to develop.

Manter um equilíbrio no feedback envolve fornecer tanto críticas construtivas quanto reconhecimento pelo trabalho bem feito. Equilibrar feedbacks positivos e áreas de melhoria não apenas motiva o receptor, mas também fortalece a confiança e o respeito mútuo. Ao destacar pontos fortes, o colaborador se sente valorizado e incentivado a continuar se desenvolvendo. Por outro lado, abordar áreas de melhoria de maneira respeitosa e construtiva ajuda a evitar que o feedback seja percebido como negativo ou desencorajador.

The "sandwich" method: start with positive feedback, address areas needing improvement, and end with encouragement or another positive point. This method cushions the impact of the criticism and keeps the overall tone supportive. This approach ensures your team feels valued and understands there's always room for growth.

Think of giving feedback like baking a cake. You wouldn’t only add sugar or salt; you need both to balance the flavors. Start with what they’re doing well (sugar), then add what needs improvement (salt) to create a balanced feedback mix.

Focus on behaviors, not the person's character. Critique actions or outputs rather than personal attributes or work ethics. Putting the project or work at the forefront of the conversation deters the feedback from becoming personal. For instance, say “The report needs more data to support the conclusions” instead of “You didn’t include enough data.” This allows the person to understand that the feedback is aimed at improving their work, not criticizing their character.

É importante ao passar um feedback que a crítica a ser realizada esteja de acordo com o desenvolvimento do colaborador, pois a finalidade é desenvolver a pessoa e trazer quais pontos ela pode melhorar de forma clara. A comunicação e a forma como o interlocutor irá receber a informação é muito importante, então o local da reunião, modo de apresentar e compreender as resposta é importante estar alinhado para que não ocorra um entendimento errado da situação.

Feedback should be given as close to the event as possible. This makes the feedback more relevant and easier to act upon. Delayed feedback can make it difficult for the recipient to connect the feedback with their actions and feel unfairly judged or miss the effect of a celebratory shout out after a great performance. For example, after noticing an employee’s strong or poor performance in a presentation, provide feedback right after the meeting. Acknowledge their strengths or suggest any improvements while the details are still fresh.

For optimal impact, prioritize timely feedback. Providing feedback close to the event it addresses ensures clarity and maximizes its effectiveness. Fresh memories allow the recipient to readily understand the context and connection to their actions. Delayed feedback can diminish its impact and hinder the ability to learn and adapt.

A temporalidade do feedback impacta diretamente sua eficácia. É crucial fornecer feedback oportuno, logo após o evento ou situação observada, para que as informações sejam frescas e relevantes. Isso permite que o colaborador relacione facilmente o feedback com a ação específica, facilitando a compreensão e a aplicação imediata das melhorias sugeridas. Além disso, o feedback oportuno demonstra comprometimento com o desenvolvimento contínuo e mostra que as contribuições individuais são valorizadas e monitoradas de perto.

É importante manter uma constância nos feedbacks para o desenvolvimento do colaborador, porém quando for reajuste de rota de algo em específico é importante que seja realizado o mais rápido possível, de forma clara e objetiva, sem deixar que a pessoa se sinta intimidada com a situação, assim ela se sentirá confortável também em compartilhar as falhas e como a gestão pode apoiar a melhorar a sua performace.

A way to conceptualise this is by imagining if you accidentally spill coffee on a friend’s shirt but don’t tell them until hours later when the stain is set. Immediate feedback helps the person address and fix issues while they’re still fresh and manageable.

The timing of feedback can make a huge difference in how well I take it in. If my boss tells me I messed up on a project right after I submit it, I might feel defensive. But if they wait a day, give me some space to cool down, and then explain what I could have done better, I'm much more likely to listen and learn from it. It's all about catching me at the right time to be most receptive.

Trust is fundamental to effective feedback. If someone requests your feedback, they value your opinion and hope to improve their work with your help. Understanding your role allows you to empathize and imagine how they might feel receiving your input. Since you can never fully know the effect of your words, be mindful and articulate your feedback effectively.

Emphasize empathy to enhance feedback effectiveness. Prior to providing feedback, consider the recipient's perspective. Utilize a respectful and constructive tone that fosters open dialogue instead of triggering defensiveness. Demonstrating an understanding of their viewpoint fosters a collaborative environment conducive to mutual respect and growth.

Ao oferecer feedback, é essencial considerar o ponto de vista do receptor e suas circunstâncias individuais. Demonstrando sensibilidade e compreensão, o feedback pode ser percebido como genuinamente preocupado com o crescimento e o bem-estar do colaborador. Isso não apenas fortalece o relacionamento entre líder e equipe, mas também promove um ambiente de trabalho colaborativo e de apoio mútuo.

When giving feedback, empathy is crucial. Put yourself in the other person's position and think about how you would want to receive feedback. Use a respectful tone and language that encourages discussion rather than defensiveness. By showing that you understand their point of view, you create a supportive environment for honest communication and mutual respect.

O gestor deve estar atento não apenas as atividades do dia a dia do colaborador, mas aos pontos que ocorrem a sua volta e que podem influênciar na entrega das demandas, entender o momento de vida que a pessoa está e ter um olhar empático, ajuda a gestão a passar de uma melhor forma os pontos a desenvolver e até a compartilhar ferramentas que podem apoiar as situações que o colaborador está passando.

Giving feedback without empathy can feel like a punch to the gut. Stepping into the other person's shoes, whether it's a colleague or a friend, helps tailor the message in a way that's constructive and encouraging. By understanding their perspective, we can focus on improvement rather than blame, making them more receptive to learning and growing.

Além de darmos o Feedback é importante criar planos de ação e quais pontos a serem discutidos em um novo encontro, assim o colaborador terá tempo de avaliar e aplicar o plano de ação discutido, para que no próximo encontro seja avaliado se o colaborador precisa ajustar mais algum fator nos pontos anteriores ou se podemos seguir para novos passos com os resultados obtidos.

Demonstrate commitment to growth through follow-up. Engaging in follow-up conversations after providing feedback reinforces your investment in the recipient's development. This allows for progress discussions, goal revisits, and the opportunity to offer additional support. Such ongoing engagement strengthens the desired changes and underscores the importance of continuous improvement.

O acompanhamento é importante para garantir que o feedback seja eficaz e que as ações corretivas sejam implementadas. Após fornecer feedback, é importante monitorar o progresso do colaborador e oferecer suporte contínuo conforme necessário. Estabelecer checkpoints regulares para revisar o progresso e discutir eventuais desafios ou ajustes ajuda a manter o foco nas metas estabelecidas e assegura que o feedback dado seja integrado de maneira eficaz ao desenvolvimento contínuo.

It's crucial to gather feedback continuously, not sporadically. Regular check-ins and feedback sessions enable real-time adjustments, fostering openness and trust. Implementing 360-degree feedback tools ensures all employees can share constructive thoughts, offering a comprehensive view of performance and growth areas. This ongoing assessment prevents gaps between evaluations. Follow-up with yearly reviews ensures feedback is reviewed and acted upon promptly, with additional check-ins as needed or requested.

Effective feedback enables a culture of development. Frame your comments to emphasize the recipient's potential for growth and learning. By demonstrating your commitment to their professional advancement, you increase the likelihood of them embracing your feedback and pursuing excellence. This fosters a collaborative environment where both parties are invested in continuous improvement.

7 steps System for Implementing Development-Oriented Feedback: 1. Set Clear Objective 2. Regular Feedback Sessions 3. Specific and Constructive Feedback 4. Highlight Strengths and Opportunities 5. Create Development Plans 6. Offer Support and Resources 7. Follow-Up and Review:

Framing feedback with a positive mindset is crucial. Even when addressing areas for improvement, the goal should be to foster development, not to criticize. This approach helps in maintaining morale and motivating employees to grow. Feedback sessions should start with positive observations before moving on to constructive criticism. All while ensuring that the language used is supportive and focused on development rather than demoralizing an employee.

Encouraging growth after feedback is very important. It transforms a critique from a dead end into a springboard for improvement. By highlighting strengths while offering actionable suggestions, we empower individuals to learn from their experiences and actively work towards self-development. This fosters a culture of continuous learning and ultimately benefits both the individual and the organization.

Feedback isn't always about striving to be the best immediately. It can include smaller steps to help get to the next milestone. Envision both the big picture and the steps required to achieve it, aiming to help a team ultimately move forward (even if it requires some backtracking, reinforcing, and revisions). Remember, progress over perfection!

Effective feedback is crucial for growth: 1. Specificity: Focus on behaviors or outcomes for clarity. 2. Timeliness: Provide feedback promptly for relevance. 3. Balance: Highlight strengths and areas for improvement. 4. Clarity: Use clear, concise language to ensure understanding. 5. Behavioral Focus: Address actions rather than traits. 6. Suggestions: Offer actionable advice for improvement. 7. Dialogue: Encourage open discussion for mutual understanding. 8. Sandwich Approach: Optionally, mix criticism with positives. 9. Recipient's Perspective: Tailor feedback to individual needs. 10. Follow-up: Check progress and offer ongoing support.

Be prepared - with specific behaviors, acheivements, results etc. Speak with arguments and listen actively. No anger or tension or high voices or eyebrows. Be calm and specific.

I second the opinion of balanced feedback. Positive talk and encouragement is as important as feedback for improvement. Excessive criticism and one way fault finding will definitely demotivate the individual. Also the feedback should not be comparative with others. It would result in dischord in the team and creates toxic work environment

To make feedback constructive and helpful, adopt a thoughtful and structured approach. Begin by ensuring your feedback is specific, focusing on particular behaviors or outcomes rather than generalizations. Use the "SBI" (Situation-Behavior-Impact) model: describe the situation, the behavior observed, and its impact. Balance criticism with positive reinforcement, highlighting strengths alongside areas for improvement. Frame suggestions as opportunities for growth, and offer actionable advice. Encourage a two-way dialogue, inviting the recipient to share their perspective and ask questions. This respectful, clear, and collaborative method makes feedback a valuable tool for development and motivation.

Some additional strategy: 1. Focus on Behaviour, Not Personality: Concentrate on specific behaviours and actions rather than making it personal. 2. Use Cognitive Empathy and Respect: Apply cognitive empathy to understand the recipient’s perspective and feelings. This fosters a respectful and supportive environment 3. Focus on Self-Reflection: Prompt the recipient to reflect on their performance and identify areas for improvement. 4. Incorporate 360-Degree: Utilize 360-degree feedback to gather insights from peers, subordinates, and supervisors. 5. Balance Strengths and Weaknesses: Create a development plan that builds on strengths and systematically addresses weaknesses. Finally, Create Two-Way Conversation.

As an advocate for performance enablement, I believe in empowering employees with the skills and tools needed for success. This approach shifts from traditional management to continuous growth through real-time feedback, manager-led coaching, and regular goal check-ins. By fostering an environment where employees can learn from mistakes and take ownership of their growth, we inspire top performance and drive organizational success. Performance should be enabled by organisations, not managed.

In my experience, clarity after an interview is crucial for candidates. It allows them to understand the outcome, be it a rejection or an offer. Knowing the interviewer's perspective on their strengths and weaknesses provides valuable insights for future interviews. This transparency fosters a positive candidate experience, strengthens your employer brand, and empowers individuals to refine their skills and approach.