Effective Feedback Guidelines for Leaders
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ScribdTranslationsEffective Feedback Guidelines for Leaders
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ScribdTranslationsCHAT WITH LEADERS
FEEDBACK:
GUIDELINES FOR
CONSTRUCTION AND
APPLICATION
Why give feedback?
Feedback is an important part of the process of
professional development, helping to
improve skills, increase productivity
and improve the team's performance.
Benefits of feedback
Employee engagement level that
they receive recognition is almost 3 times
better than those who don't.
Another positive point is that, knowing how your
work is viewed within the company, the
people become more secure about their
behavior.
POSITIVE FEEDBACK CONSTRUCTIVE FEEDBACK
The positive feedback
The feedback
it is essential for
constructive serves
maintain motivation
to recognize these
two collaborators,
efforts of
it is about a
collaborator and also
recognition by a indicateimprovements.
well done work.
This type of feedback
Whenever possible,
is ideal for
give feedback
period assessments
positive for your
of experience and
team.
performance.
Preparation for feedback
Take some time, do a
reflection;
Providing feedback requires
time and dedication;
You will be a causative agent of
change in that person's life
collaborator
Think about attitudes and
positive behaviors and
negative aspects of the employee
evaluated, this will make it easier
the construction of your
speech;
Think about how you would like to
to receive feedback.
WHAT SHOULD I ADDRESS IN THE FEEDBACK?
BEHAVIOR IMPACTS SUGGESTIONS
Have as a base a Show the impacts that this Give suggestions for that
employee behavior behavior has in the team. behavior change/improvement
Keep in mind that the feedback needs to follow this structure:
Take as an example...
I noticed that you learned all the squares of
cooks quickly, sends the orders on time
right or even earlier (behavior) and this helps
all your colleagues too, you have been doing a
great difference in our team, helping us to
deliver a better result (impact of
behavior), if necessary, ask for help
for your colleagues or for me, we don't want that
you are overwhelmed (suggestion for improvement)
1. Positive points
The ideal is to start all the Example:
feedbacks with a
positive introduction: start "Onsuchdayduringtheoperationwehadmany"
the feedback recognizing orders, it was quite challenging, but you
somethingpositiveaboutit
managedtocontrolandorganizeyourselfinthe
employee's work,
your activities (behavior)
this will help you to congratulationsonthat,yourattentionand
to feel valued and
motivated to receive the
seriousness at that moment was very
remaining feedback. important for maintaining balance and
Provideexamples,ifyouhaveany, this shows how you are
sothatitdoesnotbecomesomething committed, I liked it a lot
too vague or generalist. what I saw (recognition)
2. Points to improve
Avoid using the term 'negative point';
When talking about points to improve, explain
how did this behavior affect you,
team or the organization as a whole, be it
specific and provide an example;
Giveimprovementsuggestions;
If possible, suggest a plan of action for
he puts it into practice;
Offer to help the colleague.
Examples
Example 1: Example 2:
"Inoticedmonthsagothatyouarehaving I noticed that you made a mistake
relationship problems with duringtheexecutionofthis
some people from the team and this activity (behavior). In
led to shouting at his colleagues my view, such and such attitudes
during the operation (behavior), could have been taken to
Didsomethinghappenthatisbotheringyou?
thatcouldhaveavoidedthis
Bothering you? How can I help you? situation(suggestionforimprovement),
(showing oneself available). I think that
when you are not sure of
can we talk more about how
what decision to make, contact me
do you feel like avoiding situations
how are you. Whenever you feel (action plan)
overwhelmed, ask for help for me
or your colleagues (action plan)
It's not just about what
to speak, it's like speaking...
Your posture and tone of voice matter a lot here. Look for a private place.
where you can pay attention to the conversation, avoiding distractions.
ESTABLISH CONVERSATION READ THE NOTES
create a dialogue before starting, ask If necessary, print your notes and
how the employee feels today, say that keep it close, so you don't forget about it
I want to hear your perceptions about the work. what needs to be said.
done so far,
EXPLAIN OBJECTIVE ATTITUDE AND BODY EXPRESSION
Avoid using a punishing tone of voice and stay attentive.
It is important for the leader to explain the reason for
for your posture, you must show that you are
behind that feedback. Explain that the
willing to work alongside the employee
feedback is an alignment.
for your improvement
WHAT NOT TO SAY
INSIGNIFICANT FEEDBACK DESTRUCTIVE FEEDBACK
It is not productive because: It does not add information and can even be
he is usually a generalist; offensive;
does not add information or value to Comes accompanied by an attack on the person;
who receives it; It can make a situation worse.
do not reinforce behaviors that should
to be maintained or changed. Fulano, I notice that you don't have much
initiative and agility. It worries me
Congratulations on the work. Keep it up. also the way you relate
just like that! with your colleagues, because I see that you do not
have empathy with others.
CONCLUSION
Ask if the collaborator understood what was highlighted. Questions
how does it make sense to you what was said? is interesting for
this moment.
Conclude with a positive note: reinforcing the importance of
collaborator for the team and the organization and encouraging him to
continue your work.
In general, I have high expectations for your work and I believe in your
potential. Remember that whenever you need, when you have a problem,
I am available to talk and together we can find a better solution.