¿Cómo puedes dar feedback que motive a tu equipo?

Positive feedback is a powerful motivator, but it's crucial to balance it with constructive criticism to foster growth. In my experience, the sandwich method—where constructive feedback is nestled between positive comments—helps maintain morale while still addressing areas for improvement. This approach ensures team members feel their efforts are recognized, yet they also understand where they can enhance their skills or work processes.

Provide feedback ( positive or constructive) needs to happen periodically. The period is dependent on the individual it is being provided to. Individuals who need push need to receive constant feedback and shepherding to ensure their focus on the goal. Self driven individuals also need feedback but it is very important that the frequency of that does not become a hindrance to their progress either. Listening is another method that can help tailoring feedback

Accentuate the Positive: Highlight achievements and strengths to create a positive atmosphere. Feedback Precision: Be specific and clear in addressing actions or accomplishments. Timely Relevance: Deliver prompt and context-specific feedback. Respectful Support: Foster a positive team environment through respectful and supportive feedback. Action Encouragement: Motivate the team to take actionable steps based on open dialogue. Extras to Consider: Recognize individual efforts, tailor feedback, suggest improvements, and include periodic check-ins and celebrations for collective successes.

Provide specific, positive feedback on creativity, collaboration, and attention to detail. Acknowledge achievements, encourage innovation and express appreciation for valuable contributions to the team.

Effective feedback involves highlighting the positives in your team's work, not just pointing out flaws. This fosters confidence, self-esteem, and motivation within your team, encouraging continued excellence. Emphasizing strengths and achievements creates a positive atmosphere, where everyone feels valued. Use phrases like "I really like how you...", "You did a great job on...", or "You have improved a lot on..." to deliver positive feedback, nurturing a culture of appreciation and recognition within your team.

Providing constructive feedback involves being specific and clear in your communication. Vague or ambiguous feedback can cause confusion or uncertainty within your team, undermining project clarity. Clear, specific feedback aids your team in understanding project goals, improvement areas, and necessary steps. Use examples, data, or criteria to illustrate your points, steering clear of generalizations, assumptions, or personal opinions. This approach ensures a shared understanding of expectations and fosters targeted improvements within the team.

To motivate your team with feedback, limit it to one or two main points to make it digestible and ensure it's actionable, leading to improvement or positive change. For instance, instead of saying "Good job on the project," you could say "The design layout you used on the project was visually appealing and user-friendly, which made our client very happy. Keep up the good work!" By being specific, the team member knows exactly what they did well and can continue to implement that in future projects.

At work, I have feedback systems for both clients and teams. - Feedback should be planned at different stages and only some of the time. -Keeping a fixed time window for clients will help you save time during the waiting period and work on the actual feedback. For me, I give between 3 and 7 days for feedback. - Small the feedback loop better. If the feedback loop is a bit messier, the discussions and execution are.

The impact of feedback greatly depends on its timeliness and relevance. Feedback delivered too late might convey disinterest or lack of involvement, while overly early feedback can hinder creativity or imply a lack of trust. Conversely, excessive feedback might overwhelm or suggest micromanagement. To ensure timely and relevant feedback, align it with project milestones and focus on vital, urgent issues. This approach demonstrates engagement without impeding creative processes and helps maintain a balance between involvement and autonomy within your team.

Give feedback soon after an event while it's still fresh. This makes the feedback more helpful and impactful. Why? Because it helps the person getting the feedback remember what they did. They can clearly see what was good and what needs work. If feedback comes later, they might forget things and the feedback won't help as much. Plus, quick feedback means quick improvements, which helps the team do better.

Start by acknowledging the strengths and accomplishments of individuals or the team as a whole. Highlight specific examples of their contributions, creativity, or problem-solving skills. This positive reinforcement not only boosts morale but also reinforces behaviors you want to see more of in the future. Next, when providing constructive feedback, focus on specific areas for improvement rather than generalized critiques. Frame feedback in a way that emphasizes growth opportunities rather than shortcomings.

When giving negative feedback, it's important to talk about the problem, not the person. This means discussing the issue, action or situation, not blaming the person's character. By talking about the problem, your feedback is helpful and gives clear steps for improvement. The person understands what they need to do better, instead of feeling personally attacked.

If you are not getting the RIGHT feedback from people there are two primary reasons: 1. They are not RIGHT people 2. You don't take feedback RIGHT. Feedback is the backbone of heathy conversations, be they professional or personal. If your team or client cant say you SUCK. Both will leave eventually, and you will never grow. It's your responsibility to create a safe and open space for feedback.

When delivering feedback, it's essential to frame it as a positive experience. Rather than focusing on what went wrong, highlight it as an opportunity for learning and growth. For instance, "I noticed that the website's user interface could use some improvements. This is a great chance to explore some new design techniques and enhance our users' experience." This approach not only softens the impact of the feedback but also motivates the individual to strive for improvement.

When delivering feedback, it's important not to make a big deal about it. Remember that people tend to close off and become defensive when they feel attacked. Therefore, aim to present your feedback in a non-confrontational manner. On the other hand, when receiving feedback, try not to take it personally. Even if the feedback points out areas for improvement, it's not a personal attack on you. As long as the person giving the feedback is doing so constructively, you shouldn't need to feel attacked, but rather, see it as an opportunity for growth and development.