Here's how you can give feedback to a coworker in computer repair without sparking conflict.

asking first free's people up. A simple email or IM saying "hey i know you're busy but when are you free to give some feedback" will go a LONG way. And don't forget to send subtle reminders

Choose a private, relaxed setting to give feedback to a coworker in computer repair without sparking conflict. Be specific and objective, focusing on behaviors or incidents. Use "I" statements to avoid sounding accusatory. Offer constructive solutions and be empathetic to their challenges. Balance positive and negative feedback by starting and ending on a positive note. Stay calm and professional throughout the conversation. Listen actively to their perspective. Follow up to check on their progress and offer further assistance. Lead by example to reinforce your feedback.

Creo que siempre se debe tener claro que hay un diálogo con toda atención, sin distracciones ni interrupciones, para esto es necesario tener o crear un entorno que cuente con estos momentos tan necesarios para una clara comunicación

Associez-vous au collègue avec qui vous avez besoin de partager un avis et proposez-lui de réaliser une tâche ensemble. Pendant ce temps de collaboration, faites quelques suggestions sans donner l'impression de vouloir dicter une procédure. Ce moment vous permettra de mieux comprendre la démarche du collègue et de vous faire comprendre par des actes concrets.

Interrupting someone during a critical task can lead to distractions and defensiveness, so it’s better to wait for a natural break in their workday, such as during a break or at the end of the day. Providing feedback in a private and distraction-free environment further ensures that it is perceived as constructive rather than criticism. This thoughtful approach demonstrates respect and a genuine interest in the coworker's development, fostering a positive and supportive work environment.

When mentoring a coworker and they're having difficulties in their work, providing hints to the solution can sometimes work out to be more beneficial to that coworker in the long run, than to simply provide the answers. These hints should be provided after the coworker has demonstrated a moderate attempt to solve the problem (if not an emergency). If they've made no attempt, then they're not learning anything and won't learn from anything you have to say. You might as well do the work yourself. Note: If someone is trusted enough to work on their own, they've shown enough ingenuity to solve problems. Don't baby them, teach them by showing them how to learn on their own.

Comprendre la façon dont le collègue travaille vous permet de lui donner un feedback précis. Lui proposer des alternatives lui montre clairement le gain de temps, mais le rassure également en lui faisant comprendre que vous ne cherchez pas simplement à ce qu'il fasse les choses comme vous le souhaitez, mais que vous recherchez pour lui des moyens d'être plus performant. Évitez de rapporter vos recommandations à votre expérience personnelle; valorisez plutôt son développement personnel.

Hablar sin pensar es una gran molestia para quienes trabajan con nosotros, y mucho más si no se tiene en cuenta el respeto, siempre debemos ser claros, con intenciones de alentar y provocar buenas relaciones

El tono en que hablamos es extremadamente importante, para contribuir a un ambiente de serenidad, no deben haber sonidos fuertes en el momento, marcar lo que hay que mejorar con autoridad y no con gritos, y resaltar las virtudes dentro del trabajo que se ha logrado

While the AI gives the stock response you should strive for, if you fail to properly identify the issue your coworker is having, to them, they will not retain the information. No one likes making mistakes, and they like it even less when pointed out. So long as you are clear about the mistake made and that many others have made the same mistake--because we've all done something silly at some point--encourage them to learn from it and move forward. Dwelling on a mistake can lead to a downward spiral that is hard to pull someone out of.

Exprimez votre appréciation de ses efforts et rappelez-lui ses réussites. Donnez un message rassurant en indiquant que vous restez disponible pour le coacher et que s'il a des questions, il peut toujours se rapprocher de vous pour obtenir des conseils. Insistez sur le fait que vous formez une équipe et qu'il n'y a pas de concurrence, mais de la complémentarité. Rassurez-le autant que possible sur le fait que faire des erreurs fait partie du quotidien, même s'il est toujours préférable de ne pas en faire de trop graves.

sometimes "go read the docs" doesn't work for everyone and in my entry years i HATED it. giving/sharing your notes or SOPs will do much better for your team and make everyone feel as though you aren't "stand-offish". Also creating a share/SharePoint site you can easily send a link to everyone will make life easier for you.

Me pasó en algunos casos, que el equipo podía mejorarse con la adquisición de una ram nueva, o con el cambio del hdd por un sdd o una tecnología superior. Entonces, en ves de realizar un formateo, que puede dar lugar a una mejora temporal, sugiero el cambio del hardware y que el cliente decida lo que más le conviene a su bolsillo.

Inviting your coworker to share their perspective is really important because it helps create a friendly and inclusive work environment. When everyone shares their views, it leads to better problem-solving and more balanced decisions. Plus, it shows that you respect and value each other’s input, which builds trust and makes the team stronger. This kind of open dialogue also helps everyone improve and grow, making the whole team more efficient and effective. In the end, it leads to a more supportive and enjoyable workplace, and better results for everyone involved.

Hacer un seguimiento del trabajo realizado siempre suma. Preguntar sobre las reparaciones realizadas, abre la posibilidad de mejorar, aprender y afirmar conocimientos.

Check in with them later to see how they are doing and if they have had a chance to implement any changes and offer additional support or feedback as needed.

When offering feedback in the delicate field of computer repair, it’s beneficial to approach the conversation with curiosity rather than criticism. For instance, instead of pointing out flaws, one might express interest in the coworker’s technique, framing it as a unique and intriguing method. Engaging in a collaborative discussion about potential improvements allows the individual to reflect and refine their approach autonomously. This strategy not only fosters a non-confrontational environment but also promotes a sense of accomplishment, as the coworker is empowered to self-improve rather than feeling compelled to change due to external pressure.

Train your replacement. Then you are available for new adventures and promotion! Things key to upward mobility and a healthy organization

Provide them with an opportunity to train someone else if possible in an area they are comfortable with. There are a number of ways someone can learn more when they are informing others about their skill set or area of expertise.