Here's how you can effectively deliver feedback to your team members.

If feedback is clear, it is helpful and motivates our team members to improve their performance. . Make it clear what they did well or areas to improve. . Focus on growth, not just mistakes. Balance praise with actionable steps for improvement. . Listening to their perspective and having a conversation. . Setting goals for improvement. Along with time-to-time feedback, motivating our team to grow involves setting a clear vision, recognizing achievements, supporting professional development, offering challenging projects, promoting open communication, ensuring work-life balance, and leading by example.

Setting the intention to deliver feedback is crucial. It's essential to focus on creating a comfortable environment and carefully consider the mindset of the individual receiving the feedback. Proceeding with clarity, empathy, and a goal-oriented vision, you can effectively deliver feedback.

Provide feedback that is clear, specific and based on observable behavior or outcomes. Avoid generalizations or personal attacks. Focus on the facts and describe the situation or behavior that needs addressing. Offer both positive feedback to recognize strengths and achievements and constructive feedback to address areas for improvement. Strive for a balanced approach to maintain motivation while highlighting areas that need attention.

To effectively deliver feedback to team members, HR professionals can prioritize clarity, specificity, and empathy. Offer feedback in a timely manner, focusing on observable behaviors and outcomes. Provide both positive reinforcement and constructive criticism, emphasizing actionable steps for improvement. Foster a supportive and collaborative environment where feedback is welcomed and valued, encouraging open communication and continuous growth among team members.

Be Timely: Give feedback soon after the relevant event to ensure clarity and relevance. Be Specific: Avoid vague comments. Focus on specific behaviors and their impact on the team and goals. Focus on Growth: Frame feedback in a way that emphasizes improvement and learning, not criticism. Encourage Dialogue: Allow team members to respond. This promotes understanding and shows that their perspectives are valued. Positive Reinforcement: Balance critiques with recognition of what’s going well to motivate and build confidence. Effective feedback not only improves performance but also strengthens team relationships. #Leadership #Feedback #TeamDevelopment

What has always worked for me in a feedback session either for me or me sharing feedback with others is setting context of the session and getting to the point and not overdoing the pleasantries

It is that time of the year so in my opinion effective feedback is not a one time thing but rather a continuous task. It should be specific, constructive, timely, and highlight strengths. Engaging the team member in the feedback process and promoting open dialogue to encourage self-improvement is essential to drive growth. Follow up regularly to ensure progress and provide support if needed and focus on the task performance rather than the person.

Delivering feedback to your team members is all about building trust and growth. Imagine you're guiding them on a journey of improvement, not just pointing out mistakes. Start by creating a supportive environment where they feel valued and respected. When giving feedback, be specific, focusing on behaviors rather than personal traits. Offer praise for what they're doing well, then gently highlight areas for improvement. Remember to listen actively and empathetically to their responses, fostering open communication. Ultimately, your goal is to empower them to reach their full potential, so approach feedback as a collaborative effort rather than a critique.

For effective feedback: -Be clear, specific, and constructive right away. -Give praise for what they're good at and advice on how to improve. -Stay open to talking and really listen to what they have to say. -Help them grow by offering support and tools for learning.

Along with setting intentions/ expectations about the job clearly, deep diving into the reasons for the deviation from the expected result may prove out to be useful. 1. Is the team member lacking the desired resources? Provide that. 2. Is he/she lacking the knowledge/ expertise required? Arrange for training/ re- training. 3. Is he/she going through some personal crisis? Arrange for help.

I have always experienced that being direct while giving feedback (with grace and empathy) and being specific with the example that calls out the behavior or action)works well in most cases. Sandwich feedback actually takes away the real message that's intended to be given because the person receiving it walks away with a very mixed message. Feedback given immediately post the observation and basis the situation helps.

To effectively deliver feedback to your team members, be timely and specific, focusing on behaviors rather than making judgments. Offer both positive feedback and areas for improvement, and provide actionable steps for growth. Listen actively to their perspective and offer support as needed. Follow up with a discussion to track progress and provide further assistance if necessary. This approach fosters a culture of continuous improvement and growth within your team.

Delivering feedback to team members requires empathy and clarity. It's important to choose the right time and place for the discussion, ensuring both parties are calm. Be specific with examples to avoid misunderstandings, focusing on behavior rather than personality. Use the "Sandwich" method by starting with positive feedback, giving constructive criticism, and ending with encouragement. Provide constructive suggestions for improvement and encourage dialogue to hear the team member's perspectives. Approach feedback with empathy and respect, considering the individual's feelings and dignity.

When giving feedback, the most important thing to keep in mind is to be on the same page. In our comments, we should strive to be as polite as possible while providing a response that cannot be misused. Since we are all climbing the career ladder, we should always offer perspectives from the standpoint of what we would like to hear in the past. We should aim to provide a wise response as much as possible to contribute to the development of our team members.

While discussing feedback, ensure you are discussing specific points rather than being vague. This will prevent any kind of confusion among team members and will help them understand their weakness and strengths.

While sharing feedback on areas of improvement, it is important to highlight specific examples where your team member could do better and its impact on the results. The actions need to be emphasised without making it a generic statement about what is lacking in the individual. Avoid pointing to the person with a “You” statement which instinctively makes one defensive. For example: “You did not submit client reports on time.” This could be better expressed as “The delay in submission of the client reports has caused significant damage to our customer satisfaction index”. Furthermore, add the expectation “Going forward, please ensure that reports are submitted 24 hours prior to the agreed deadlines to account for any exigencies.”

When we share the areas of improvement, ensure that you strictly speak of their work and don't get personal. Highlight their positive and negative traits supporting them with the right examples.

Avoid delivering feedback during high-stress situations or in front of others, as it may make the individual defensive or embarrassed. Maintain a calm, respectful and supportive tone throughout the conversation. Choose your words carefully to ensure they convey your intentions accurately. Focus on the behavior or performance, not the person. Allow the team member to express their perspective and feelings about the feedback. Listen actively, demonstrate empathy and ask open-ended questions to foster a two-way dialogue. This helps build trust and encourages a collaborative approach to improvement.

When it comes to giving feedback to team members, honing on behavior is key. Rather than vague critiques, pinpoint specific actions and behaviors—both positive and constructive. Highlight instances where a team member's contributions positively impacted the project's progress or team dynamics. Conversely, address behaviors that may hinder productivity or collaboration, offering concrete suggestions for improvement. By focusing on behavior, we foster a culture of growth and accountability within our team, ultimately propelling us towards our collective goals.

To deliver feedback effectively: Foster open dialogue: Encourage two-way communication. Create a safe space: Ensure team members feel comfortable sharing and receiving feedback. Be specific: Offer clear examples to illustrate points. Focus on behavior: Address actions, not personalities. Be timely: Provide feedback promptly, both positive and constructive. Offer solutions: Help team members develop strategies for improvement. Show empathy: Acknowledge emotions and perspectives. Follow up: Check in to track progress and offer ongoing support.

Considerada uma das principais competências de um profissional de sucesso, a comunicação assertiva é aquela que consegue passar as informações com clareza, dinâmica e respeito, obtendo o retorno esperado. Esta capacidade demonstra a inteligência social daquele que comunica.

Any feedback you provide to your team members will be considered criticism unless you are offering a solution or helping improve it. Supporting a team member in improving a task will allow them to understand your perspective also.

Providing real time inputs and having honest conversation is the most important thing. Leveraging technology to stay connected through regular check-ins can be an added advantage. Following up the feedback discussion with timely recognition, identifying the actionables and necessary interventions to address the gap marks closure of the feedback process

In my opinion, when providing feedback, timing is of utmost importance. The manager should provide feedback as soon as the behavior is observed so that the feedback is still relevant and can be worked upon. Also, the golden rule of- Appreciate in public and criticize (read- provide constructive feedback) in private holds true as always.