You're struggling to improve your team's performance. What feedback do you need to hear?

*I need to hear and do active listening* To enhance my team's performance, constructive feedback regarding their strengths, weaknesses, and areas for improvement is crucial. I need honest insights into their challenges, obstacles hindering productivity, and suggestions for overcoming them. Understanding their perspectives on leadership and teamwork helps tailor support and resources effectively. Specific feedback on goal alignment, role clarity, and recognition of achievements fosters motivation and engagement. Additionally, hearing suggestions for process optimization, skill development, and fostering a positive work culture enables me to address underlying issues and drive meaningful improvements in our collective performance.

Considero que antes de escuchar los comentarios y pedir retroalimentación es muy útil que el equipo realice una autoevaluación, de esta forma comenzaran siendo ellos quienes revelen algunos aspectos a mejorar y esto los coloca en posición de apertura para la escucha. Por otro lado, es muy importante reforzar y reconocer las fortalezas antes de numerar todas las debilidades u oportunidades de mejora. Asegurarnos de que quien ofrece la retroalimentación está bien preparado no solo en lo que dice si no "como lo dice". Recordar siempre al equipo y a los demás, que el objetivo de la retroalimentación siempre es mejorar el rendimiento del equipo lo cual les permitirá obtener mejores resultados y mayor satisfacción laboral.satisfaccion laboral.

Vos collaborateurs ont besoin de vous, comme vous d'eux. Le feedback doit être réciproque. Accompagnez les sur le terrain, regardez ce qui va, ce qui va moins. Faites vos retours et établissez des plans d'action pour qu'ils progressent.

Feedback is crucial for identifying strengths and weaknesses, and for fostering personal and professional growth. It can help you understand where your team is excelling and where there’s room for improvement.

Pour améliorer les performances de son équipe, il faut: 1. Encouragez une culture de rétroaction continue : Créez un environnement où les membres de l'équipe se sentent à l'aise pour partager des commentaires constructifs régulièrement. 2. Priorisez la rétroaction positive : mettez en valeur les forces et les réussites de chaque membre de l'équipe. 3. Impliquez l'équipe dans l'élaboration des objectifs et des attentes : En donnant à chaque membre de l'équipe la possibilité de contribuer à la définition des objectifs et des attentes. 4. Favorisez la transparence et l'ouverture : Créez un climat de confiance où les membres de l'équipe se sentent en sécurité pour partager leurs opinions et leurs préoccupations.

There are several types of feedback, including constructive feedback, positive reinforcement, and developmental feedback. Understanding these types can help you better interpret the feedback you receive.

Honest feedback is what is needed when your performance dips. Honest feedback that hits the point & is delivered from a point of view of caring & with some potential solutions. Performance can dip when there is a lack of hones feedback & taking the opportunity to ‘get things out on the table’ & talk openly about it can be a big relief & allows you to clear your mind to make decisions for how to improve your performance.

First, let's understand ourselves better to welcome feedback positively. While it might not always feel good, constructive feedback is valuable for our growth. Consider the Johari Window: it shows us what others see in us, revealing blind spots we may not notice. Tools like CliftonStrengths help identify these blind spots related to our talents. Emotional Intelligence (EI) assessments give insight into how colleagues perceive our emotional intelligence at work, helping us navigate our interactions effectively.

ou need to hear honest, constructive feedback about your team’s performance. This could include insights into their work quality, communication, collaboration, and adherence to deadlines.

In the event of issues with my team's performance, any feedback is greatly appreciated. Constructive feedback is most welcome, but any 360-degree feedback is also well received, as it allows for learning and developing action plans to improve the team's performance.

At first, try asking for feedback to the people you feel comfortable with and that you know will give you their authentic perspective in a kind and empathetic manner. This way you will build the habit of asking for feedback in an emotionally safe way for you. Then gradually expand your feedback cercle to other people you don't feel necessary close, but you know they hold relevant perspectives for your future development.

Asking for feedback can be as simple as posing open-ended questions to your team members, such as “How do you think we can improve our workflow?” or “Do you have any suggestions for improving our team dynamic?”

Pedir feedback de manera efectiva puede potenciar el rendimiento del equipo. Aquí hay algunas sugerencias sobre cómo hacerlo: - Sé claro y específico: Explica claramente qué aspectos del desempeño te gustaría recibir feedback. - Ofrece contexto: Proporciona información relevante sobre el proyecto o la situación en la que estás buscando feedback. - Utiliza preguntas abiertas. - Solicita feedback regularmente, no esperes a que algo no funcione para pedir feedback. - Escucha activamente sin interrumpir y muestra aprecio por las opiniones y sugerencias recibidas. - Toma acciones y desarrolla un plan de acción con el equipo. - Da seguimiento.

Responding to feedback in a positive, open manner is crucial. Thank your team members for their input, take their suggestions into consideration, and implement changes where necessary.

When engaging with feedback, it is important to approach it with the expectation of acquiring knowledge, finding areas of agreement, and employing critical analysis to distinguish between objective information and subjective matters.

Consider the unique dynamics and circumstances of your team. Factors such as team size, project type, and individual personalities can all influence the kind of feedback you need to hear. Remember, feedback is a two-way street. It’s not just about what you need to hear, but also about how you respond and take action.

Find out what THEY need in order to be successful. Either help them find that or ask them what they already know about what drives them.