A continuación, te explicamos cómo puedes asegurarte de que tus comentarios sean bien recibidos y de que se actúe en consecuencia.

Selecting the appropriate time is critical for successful feedback. Provide feedback at a suitable moment when the receiver is most receptive, such as in a private situation, and when they are not under extreme pressure or preoccupied with other duties. While it is critical to provide feedback as quickly as possible after seeing behavior in order to ensure its importance, it is also critical to consider the recipient's emotional condition. Waiting until emotions calm down during a tense incident can result in a more effective conversation.

At my previous job, I noticed a colleague’s delayed code reviews were affecting our development pipeline. I chose a low-pressure moment and arranged a private meeting to provide feedback. I began with positive remarks, explained the impact of the delays, and expressed empathy, asking about any challenges they faced. We collaborated on solutions such as better time management and workload adjustments. I offered support and scheduled follow-ups to track progress. This improved efficiency, team morale, and the colleague’s time management, ensuring the feedback was well-received and acted upon.

Timing Your Feedback Effectively Choose a Calm and Appropriate Moment: Avoid High-Stress Times: Refrain from giving feedback during moments of high stress or pressure. Wait for a calmer time when the recipient can fully focus and process the feedback. Utilize One-on-One Meetings: Dedicated Attention: Schedule one-on-one meetings specifically for giving feedback. Ensure the recipient has dedicated time to listen and discuss without distractions. After Completing a Task or Project: Reflective Opportunity: Provide feedback after the completion of a task or project. This allows time for reflection and a comprehensive discussion on the outcomes. Consider Their Availability: Respect Their Schedule: Be mindful of the recipient's schedule.

Being specific with your feedback improves clarity and actionability. Use specific examples to illustrate your views, rather than general actions. For example, instead of saying, "You need to improve your communication," say, "During the last team meeting, some of your points were unclear, particularly about the new marketing strategy." Focus on one or two major areas for improvement to avoid overloading the recipient, and make real, actionable suggestions to help them grasp what needs to change and how to make it happen.

Use the sandwich approach for your feedback to be well received and acted upon. Praise - Shortcomings - Praise It doesn't mean not being genuine or sugar coating the input. Provide feedback in such a way that the recipient doesn't get demotivated or feel humiliated. Be positive and supportive while delivering feedback. To make the employee receptive begin by appreciating positive traits, provide constructive feedback, and then end on a positive note. Demonstrate empathy and openness, so that the recipient takes your feedback as an opportunity to improve and grow professionally.

Feedback provided in a supportive and positive way is well received and acted upon. Don't just point out shortcomings or areas of improvement, but also extend required support. Provide guidance, advice, resources and training required for improvement. Be approachable and responsive. This approach will foster trust and understanding. The recipient will receive the input with growth mindset and make the required changes.