You're struggling to improve team performance. How can you effectively provide feedback to your team members?

O reconhecimento é uma ferramenta poderosa para motivar e engajar a equipe. Celebre as vitórias, tanto grandes quanto pequenas, de maneira pública e privada. Isso pode ser feito através de elogios durante reuniões, mensagens personalizadas ou até mesmo prêmios simbólicos. O reconhecimento deve ser específico, destacando exatamente o que foi alcançado e como isso contribuiu para os objetivos da equipe. Além disso, é importante que o reconhecimento seja imediato, para que o impacto positivo seja maximizado. Ao valorizar as conquistas, você reforça comportamentos desejados e cria um ambiente de trabalho positivo e produtivo.

There's no one approach suitable for all. In a team, people have different personalities, an effective feedback approach needs to take an individual's personality into consideration. Highly sensitive- coach with empathy, choose your timing and words both carefully. Tough team members who are open to feedback- need specific areas of improvement, to the point, and have a time bound approach. Follow up is important to see the improvement irrespective of the approach you select as the leader.

1. Clearly map out the objectives and outcomes of your feedback. 2. Start with what they've been doing well. 3. Highlight achievements and downfalls. 4. Ensure the problem is clearly communicated with the team and that everyone is on the same page. 5. Thank the team for their time and assess the situation again after some time.

As a server leader, I aim to improve team performance by setting the standard through providing timely, specific, and actionable feedback, balanced with positive reinforcement, while fostering open dialogue and offering ongoing support.

Before giving feedback, ensure that team members clearly understand what is expected of them. Outline goals, roles, and responsibilities from the outset so that everyone knows what success looks like. This foundational understanding will make your feedback more meaningful and relevant.

While there are general patterns, effective timing often requires tailoring to each individual. People are unique, and what motivates them or opens them up to feedback can vary. The "sandwich" method—placing constructive feedback between positive comments—works well in many cases. This means to provide feedback not just when bad, but also when good things happen. It's also important to start by making it clear that the feedback is meant to help them grow, not to make them feel bad. This way, they understand that the feedback is for their benefit.

It is worth remembering that providing feedback in a timely manner can make a definite impact. There are two key considerations in terms of making feedback timely so consider these positive feedback examples: Try to provide feedback as soon as possible – if there was a problem in a meeting, for example, try to approach and give feedback soon after the meeting to the person. Wait a few weeks and the person might have forgotten about what they said or did in the meeting and the impact of your feedback thus is lost. Time it for maximum effect emotionally speaking – Do also be careful to wait until emotions have died down as needed. You want the person to be in an emotional state where they are likely to take in the feedback you provide.

The timing of your feedback is crucial. Provide feedback as close to the event as possible to ensure it is fresh in everyone's mind. However, choose a moment when the team member is open to receiving feedback—preferably in a private, one-on-one setting to foster a safe environment for honest discussion.

1. Des conversations continues pour un retour d'information plus efficace 2. Des structures de développement collaboratives pour responsabiliser les employés 3. La création de liens solides 4. La définition d’attentes claires 5. De la reconnaissance pour ce qui doit être reconnu 6. La prise en charge des mauvaises performances

General feedback can be ambiguous and unhelpful. Instead, be specific about what the team member did well or where they need improvement. Use clear examples to illustrate your points, focusing on observable behaviors and outcomes rather than personal traits.

In our company, we aim to limit feedback to a maximum of three points, all in writing. This ensures that our comments are specific and focused. Beyond being specific, it's crucial to explain the consequences or benefits related to the feedback. This helps the recipient understand the impact of their actions. I've found that motivating people is more effective than instilling fear. By painting a clear picture of their potential, they can see the feedback as supportive rather than critical.

La retroalimentación debe ser una conversación bidireccional para ser realmente efectiva. Al fomentar la comunicación abierta, la colaboración, la identificación de áreas de mejora, el desarrollo profesional, la confianza, la innovación y la toma de decisiones informadas, las organizaciones pueden aprovechar al máximo el poder de la retroalimentación. Adoptar un enfoque de retroalimentación bidireccional requiere un compromiso con la transparencia, la escucha activa y la mejora continua, pero los beneficios para la cultura organizacional y el rendimiento general son invaluables.

Encourage open dialogue by making feedback a genuine two-way street. Invite your team to share their insights and collaborate on solutions. This approach fosters a sense of ownership and personal growth. Creating a space where feedback is a conversation builds trust and demonstrates that you truly value their contributions and are invested in their development.

Promote dialogue, but don’t assume everyone wants to speak up right away. Creating an open forum for feedback is great, but remember, not all team members are comfortable sharing in the same way. Encourage diverse forms of dialogue, whether it’s one-on-one, anonymous suggestions, or team discussions, to ensure all voices are heard. As Susan Cain, author of "Quiet," reminds us, "There's zero correlation between being the best talker and having the best ideas." Empower introverts and extroverts alike by promoting various ways to contribute, making your feedback process truly inclusive.

The way and manner in which you provide the feedback is essential as you want to make it clear that you are focused on their growth and that this guidance you are providing them with, will benefit them personally too. By taking onboard the feedback you provide them, you want the employee to see that they are also building their own skills and that it is an opportunity for career development and growth.

When giving feedback, aim for growth and development. Instead of focusing on mistakes, highlight learning opportunities. This approach encourages your team to pursue excellence and see feedback as a crucial part of their career journey. It's about propelling them forward, not just critiquing past actions.

↳ Cultivating a Growth Mindset Feedback should be a tool for growth. Focus on strengths and areas for improvement. This encourages team members to see feedback as a pathway to development, not criticism. ↳ Emphasising Learning Opportunities Highlight learning opportunities within feedback. This approach fosters a culture of continuous improvement and motivates individuals to strive for excellence. ↳ Encouraging Constructive Dialogue Engage in open discussions about feedback. This builds trust and helps team members understand their progress and potential. ↳ Supporting Career Development Use feedback to guide career development. By aligning feedback with career goals, team members can see a clear path to advancement.

Improving team performance isn't just about giving feedback—it's about staying connected and supportive throughout the process. That's when the real magic happens. At our company, we aim to implement monthly 1-on-1 meetings to regularly discuss "wins," "areas for improvement," and most importantly, to show that "we are there for them." This approach is crucial because when someone is in "alert mode" (receiving feedback), they might feel out of place or even consider resigning. The goal is to create a partnership or mentoring relationship, rather than just checking off a list. During these 1-on-1s, it's also important to get to know them better on a personal level.

Feedback shouldn't be a one-time deal. Consistent follow-ups demonstrate your commitment to your team's growth. Collaborate on setting goals and regularly chat to review progress and tackle ongoing challenges. This continuous engagement underscores the value of feedback and weaves it into the fabric of your team's culture, fostering an environment where everyone thrives.

Following up is not just about checking in—it's about showing you care. Many managers treat follow-ups as a box to tick, but genuine follow-through means actively engaging with your team’s progress and adjusting support as needed. Use follow-ups as an opportunity to build a relationship of trust and mentorship, rather than just monitoring performance. As Steve Jobs said, "Great things in business are never done by one person; they’re done by a team of people." Nurture those connections, and your team will not only perform better but also stay committed to shared goals.