You want to help your team improve. What are the best ways to provide feedback?
Feedback is a vital part of people management, as it helps your team members grow, improve, and align with your goals and expectations. However, giving feedback can be challenging, especially when it comes to addressing issues or conflicts. How can you provide feedback that is constructive, respectful, and effective? Here are some best practices to follow.
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Dinesh AgarwalFounder-Director of V3 Staffing | Entrepreneur | Helping Global Enterprises Hire The Right Talent | Data-driven |…
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Mona GuptaBuilding Basics of Chemistry
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Tomek DabrowskiEMEA Fitness Apparel @Nike ▪ Merchandising excellence through purpose, people, and process know-how ▪ I help others…
Before you give feedback, make sure you have a clear purpose and objective. What do you want to achieve with your feedback? What are the specific behaviors or outcomes that you want to address? How will you measure the impact of your feedback? Prepare some examples and data to support your points, and avoid vague or general statements. Also, consider the timing and setting of your feedback. Choose a suitable moment and place where you can have a private and uninterrupted conversation.
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Dinesh Agarwal
Founder-Director of V3 Staffing | Entrepreneur | Helping Global Enterprises Hire The Right Talent | Data-driven | Staffing & Recruitment Expert | Leadership Hiring | Bridging the Gap between Talent and Acquisition 🚀
The best way to help the team to improve is to give regular feedback. Have 1:1 sessions so that they can always be on top of their areas of improvement but do this privately always. Never in front of the entire team. I have a strict policy - praise in public, give feedback in private. It boosts their confidence as well and helps them become more aware. If there are repeated mistakes, support your points with data so that they are not left wondering what you expect. Showing them touchpoints of improvement will help in making them better. When a team works together they thrive together and become more productive.
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Nitin Sharma
Freelance Content Writer @ Freelance | Content writing | SEO Content Writing | |English writing |132k impressions | MBA Marketing @ Symbiosis International University
The first step would be to motivate your team irrespective of their result. Positive feedback is very essential,for the team to believe in their themselves that they are the best,share yourexperience with your team. Share your client feedback with the team to know how much they are growing where they are lacking behind the ladder.
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MOISÉS DE PAULA
ASSISTENTE ADMINISTRATIVO
Em vez de dizer “bom trabalho” ou “isso não está certo”, forneça exemplos específicos. Por exemplo, “Gostei da maneira como você conduziu a reunião de equipe hoje, especialmente quando você resumiu os principais pontos no final” ou “Notei que você cometeu um erro no relatório financeiro. Vamos revisá-lo juntos para evitar isso no futuro.”
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Alex Robinson
Founder / Director @ Yellow Sky | Business Delivery Partners. Inclusive Leadership. Cultural Transformation. Public Speaker.
"Give me six hours to chop down a tree and I will spend the first four sharpening the axe." - Abraham Lincoln. Preparing in advance is fundamental to giving effective feedback. It's about having clarity on what you aim to accomplish through your feedback. Start by defining the purpose; identifying the specific behaviours or outcomes you want to address, helps tailor your feedback to be as constructive as possible. Make sure you gather concrete examples and data to support your feedback to adds credibility and help the recipient understand the context and specifics of your observations. Always avoid broad, non-specific statements, as they can lead to confusion rather than clarity.
When you give feedback, avoid personal attacks or judgments. Instead, focus on the facts and the impact of the situation. Use neutral and objective language, and describe the behavior or result that you observed, not the intention or motive that you assumed. For example, instead of saying "You are always late and lazy", say "You missed the deadline for the project and this affected the client's satisfaction". This way, you can avoid defensiveness and resentment, and foster a problem-solving attitude.
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Mona Gupta
Building Basics of Chemistry
Focus on the issue and not on the person. For example: It is like your clothes are dirty and not you are dirty. Here are some ways to focus on the situation: 1. Maintain the dignity of other's self esteem. 2. Lead by giving your own example. 3. Build constructive relationships by taking the proper initiatives. Rely on facts and actions. Don't jump to the conclusion. Avoid judging others. Avoid replying in the anger. Use emotional intelligence. Avoid favouritism and personal biases based on the past experiences. Show empathy and be kind enough to handle the problem in a better way.
Feedback should not be only about criticism or praise. It should be a balanced mix of both, that acknowledges the strengths and areas of improvement of your team members. Start with some positive feedback, and recognize what they did well and how they contributed to the team or the organization. Then, move on to the negative feedback, and explain what they need to change or improve, and why it matters. End with some positive feedback again, and express your confidence and support for their growth.
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Tomek Dabrowski
EMEA Fitness Apparel @Nike ▪ Merchandising excellence through purpose, people, and process know-how ▪ I help others with insights about business ~ career ~ personal growth
I disagree with balancing positive and negative feedback as suggested (also called a 'sh*t sandwich'). Your risk that the negative or constructive feedback gets lost or ignored among the positive. In some cultures, wrapping negative feedback in the positive even diminishes its perceived importance, and it will be seen more like a gentle suggestion than anything more forceful. If you have critical feedback to give, share it straight up. Do it respectfully, in the right place, and at the right time, but be to the point.
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MOISÉS DE PAULA
ASSISTENTE ADMINISTRATIVO
Reconheça as realizações e esforços positivos, mas também aponte áreas de melhoria. Isso ajuda a manter um equilíbrio saudável.
Feedback should not be vague or ambiguous. It should be specific and actionable, so that your team members know exactly what you expect from them and how they can achieve it. Use concrete examples and data to illustrate your points, and avoid generalizations or opinions. For example, instead of saying "You need to be more proactive", say "You need to take more initiative in proposing solutions and seeking feedback from stakeholders". Also, provide some clear and realistic suggestions or steps that they can follow to improve their performance.
Feedback should not be a one-way communication. It should be a dialogue, where you listen to your team members' perspectives and feelings, and encourage them to share their thoughts and ideas. Ask open-ended questions, such as "How do you feel about this feedback?" or "What do you think you can do differently next time?" and show genuine interest and empathy. Avoid interrupting or arguing, and acknowledge their concerns or challenges. Also, invite them to ask questions or clarify anything that they are unsure about.
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MOISÉS DE PAULA
ASSISTENTE ADMINISTRATIVO
Depois de fornecer feedback, ouça a perspectiva do destinatário. Eles podem ter insights valiosos ou explicar o contexto por trás de suas ações.
Feedback should not be a one-off event. It should be a continuous process, where you follow up and monitor the progress of your team members, and provide ongoing support and guidance. Set some specific and measurable goals and timelines, and check in regularly to see how they are doing. Celebrate their achievements and improvements, and provide additional feedback or coaching if needed. Also, solicit feedback from them, and ask how you can help them or improve your own performance as a manager.
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MOISÉS DE PAULA
ASSISTENTE ADMINISTRATIVO
Lembre-se de que o feedback deve ser construtivo, respeitoso e voltado para o desenvolvimento da equipe. Com prática e empatia, você pode se tornar um excelente fornecedor de feedback
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Diana Ribeiro de Jesus
Ajudo na criação dos melhores Produtos Consignados do Brasil | Gestora de Produtos, Operações, Qualidade, Processos, Melhorias | Crédito Consignado | Partner @Agi
A melhor maneira de fornecer feedbacks é citando exemplos concretos de situações vividas, de preferência recentes. É possível relembrar a situação, citar qual a atitude esperada frente ao ocorrido, comparar com a atitude tomada por nosso liderado, que pode ter sido mais ou menos adequada (pois Feedback pode ser dado para situações positivas ou de desenvolvimento da pessoa avaliada). Assim, nosso Feedback terá mais clareza e relevância para o colaborador.
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