Here's how you can deliver prompt and pertinent feedback.

It's far more effective to give timely feedback if trust is already established, but it's also an opportunity to establish the trust. By timely, it means within a day, and preferably within hours. Best when the emotions have dissipated if part of the situation. Consider the audience and explain your intent- to better their performance. Ask the person their perception of the situation. Then give your perception, giving them the example of the 'opportunity'. Make sure your feedback is not abrupt if at all possible. Asking them for suggestions on what they might improve has a better chance of getting their buy-in related to what may have been better, and likely a better chance of behavioral changes than if you simply 'dictated.'

Si trabajamos la adaptación cómo un proceso y una táctica, ya que se debe materializar en menos plazo que el cambio, si queremos obtener resultados

Timing absolutely matters! When an event happens waiting to address during a quarterly performance review is too late. Being able to have timely examples and feedback is of great importance. In addition to timing, it's when and where to provide that feedback. Doing in front of a group is typically not the best course of action. Note the event, depending on the matter ask the person move to a more appropriate location to have an proper one-one discussion and address the matter. The most effective feedback is delivered in a timely manner.

Providing prompt and relevant feedback involves being specific, timely, constructive, and fostering a trusting environment. By adopting these practices, teams can significantly benefit from feedback, boosting both individual and collective performance and development.

Talento Humano tiene muchas historias que contar y vidas que cambiar, desde nuestro rol de acompañamiento y conexión con la gente debemos empatizar con las situaciones personales de cada talento de la organización, es importante entender las situaciones personales entiéndase salud, emocionalidad, espiritualidad desde el rol de liderazgo estamos llamados a impactar, influenciar y dar ánimo para el crecimiento como personas lo cual repercutirá en los resultados de la compañía. Empecemos por el principio!

Al brindar retroalimentación a mi equipo durante la pandemia, evité comentarios generales como "bien hecho" o "necesita mejorar". En su lugar, me enfoqué en acciones específicas, como el cumplimiento estricto de los protocolos de seguridad o la comunicación clara en situaciones de emergencia. Esta precisión ayudó a mi equipo a comprender exactamente lo que estaba funcionando y lo que necesitaba ajustarse, lo que resultó en un ambiente de trabajo más seguro y eficaz en nuestro laboratorio clínico.

Subjective feedback is opinionated and not of much help except providing a vent for pent up emotions. Once emotions subside and you're able to provide objective feedback, that helps. Specific and objective feedback helps decide what actions need to be taken. Only specific feedback is actionable. So be as specific as possible. Write it down before you speak. Thought clarity will lead to feedback clarity. And never forget your objectives - you want to help others by sharing your feedback with them.

People won’t know what needs improvement unless you’re specific. I’ve found that some leaders don’t want to give specific feedback because it may hurt someone’s feelings. You do more damage not informing the individual and can have them miss out on the education piece. Work on finding ways to still compliment, but inform what needs improvement

Being specific with your feedback can be hard because the truth is most people simply aren’t observant. It’s not just your ability to be observant though at play. It’s not like you’re a basketball scout sitting in the stands, focusing on one player and their play. You’ve got a lot of other things going on. You’re being asked to scout 10 other players and play in the game at the same time! You have many responsibilities and tasks that demand attention. This high cognitive load can make it difficult to focus on observing others’ behaviors and performance comprehensively. Prioritize and focus. Identify the most critical behaviors or performance indicators that need observation. Focusing on a few key areas can improve your observation.

Specificity in feedback is crucial. Vague comments like "good job" or "needs improvement" don’t provide actionable insights. Describe particular actions that led to success or need improvement. Instead of "good job," say, "Your detailed report was thorough and well organised, making it easy to understand." Explain the effect of the actions on the project. Instead of "needs improvement," say, "Including more data would make your deck more effective for decision-making." Use the "Situation-Behaviour-Impact" (SBI) model: Describe the situation, the specific behaviour, and its impact. Give clear steps for improvement. "For future reports, include a summary to highlight key points." Master specific feedback to drive your team’s growth.

Durante la pandemia, mantuve un equilibrio entre la retroalimentación positiva y negativa con mi equipo. Reconocí su dedicación para adaptarse a los nuevos protocolos de seguridad, destacando su compromiso con la seguridad del laboratorio. Al mismo tiempo, abordé constructivamente áreas de mejora, como la necesidad de mejorar la comunicación en situaciones de emergencia. Este enfoque equilibrado fortaleció la moral del equipo mientras impulsaba el crecimiento profesional.

Balancing positive and negative feedback is crucial in leadership. Constant criticism can demoralise, while continuous praise can lead to complacency. Recognise and celebrate achievements to build confidence and reinforce positive behaviours. Provide constructive feedback with actionable suggestions for improvement. Aim for four positive comments for every negative one to maintain morale. Combine praise with constructive suggestions for balanced, effective feedback. Foster an environment where feedback flows both ways. Schedule regular one-on-one meetings for performance discussions. Balanced feedback fosters a culture of continuous improvement and mutual respect, motivating your team and enhancing performance.

When giving feedback, it's crucial to strike a balance. Be clear and specific, highlighting both positive aspects and areas for improvement. Ensure your tone is constructive and supportive, encouraging growth and development. Avoid being overly critical or vague, as this can be demotivating. Keep in mind that feedback is a tool for improvement, so aim to provide actionable insights that help the recipient progress.

As a startup leader, I recognize that balancing positive and negative feedback is crucial for our team's success. Constant criticism can be demoralizing and stifle creativity, while unrelenting praise can lead to complacency and missed opportunities for growth. Striking the right balance means acknowledging and celebrating our strengths, while also constructively addressing areas where we can improve. This balanced approach fosters a supportive environment where everyone feels valued and motivated to continually develop their skills. By maintaining this equilibrium, we create a culture of continuous improvement and mutual respect, driving our startup forward.

En tiempos de pandemia, al proporcionar retroalimentación a mi equipo sobre la implementación de nuevos procedimientos de seguridad en el laboratorio, también les brindé la oportunidad de expresar sus opiniones y preocupaciones. Escuchar sus perspectivas no solo mejoró nuestra comprensión mutua, sino que también condujo a soluciones más efectivas. Esta apertura al diálogo fortaleció la confianza y promovió una cultura de colaboración en nuestro equipo.

Feedback is a two-way street, listening is at least as important as my own comments. Listening to their perspectives can uncover valuable insights into their actions and any obstacles they may be facing. This dialogue not only leads to more effective strategies for improvement but also shows that we value their input and view feedback as a collaborative process. By fostering this open communication, we can work together more effectively and build a stronger, more resilient team.

Giving feedback is about being clear and respectful. Start by acknowledging the effort and then share your observations or suggestions. Keep it simple and specific, focusing on behaviors or actions rather than personal traits. Be constructive, offering solutions or alternatives where possible. Most importantly keep in mind that feedback is a two-way street, so be open to hearing the other person's perspective!

Feedback is indeed a dialogue, not a monologue. After sharing thoughts, it's crucial to give team members the chance to respond. Listening to their perspective not only offers insights into their actions but also helps in understanding any obstacles they might be encountering. This exchange fosters a collaborative environment where both parties contribute to finding effective strategies for improvement. Moreover, it demonstrates that feedback is valued as a joint effort, reinforcing the importance of mutual respect and open communication within the team.

En el laboratorio clínico durante la pandemia, después de brindar retroalimentación sobre la implementación de nuevos protocolos de seguridad, establecí expectativas claras para el seguimiento. Ofrecí apoyo adicional, como sesiones de capacitación y controles regulares, para garantizar el cumplimiento de los nuevos procedimientos. Esta acción demostró mi compromiso con el crecimiento del equipo y nos mantuvo a ambos responsables de avanzar hacia nuestros objetivos.

After providing feedback, it's essential to set clear expectations for next steps and offer support to help team members meet those expectations. Whether it involves additional training, providing resources, or scheduling regular check-ins, your involvement demonstrates a commitment to their development. By actively supporting your team members, you show that their growth is a priority and that you're invested in their success. This proactive approach enhances individual performance, strengthens team cohesion and trust. Following through on feedback holds both parties accountable for progress. It reinforces the importance of taking action and ensures that feedback isn't just a one-time event but an ongoing process of growth and improvement.

Delivering prompt feedback involves not just providing insights but also ensuring support for improvement. After delivering feedback, outline clear expectations for next steps and offer necessary resources or assistance. Whether it's further training, access to tools, or regular follow-up meetings, your active involvement signals dedication to their development and reinforces mutual accountability for progress. This approach fosters a culture of continuous improvement and empowers team members to thrive.

Meu exemplo para atendê-los na empresa é sempre entender. Já é uma rotina ligar e conversar casualmente com todos para criar a confiança entre meu depto e o deles. Feedback acontece naturalmente.

Delivering timely feedback is crucial in today's workplace. However, I've noticed that the traditional role of managers is undergoing significant changes, which presents challenges in maintaining connections and fulfilling responsibilities. I believe organizations need to rethink managerial roles, focusing more on coaching, communication, and employee well-being to support managers in navigating these changes and leading effectively in the modern workplace.

Here's the factors that we need to consider: ✓ Timeliness: Provide feedback promptly after observing the behavior or performance. ✓ Specificity: Be clear and concise, focusing on specific actions or outcomes. ✓ Relevance: Ensure the feedback is pertinent to the situation or task at hand. ✓ Constructiveness: Offer constructive criticism aimed at improvement rather than criticism for its own sake. ✓ Balance: Maintain a balance between positive feedback and areas for improvement. ✓ Openness: Create an environment where feedback is welcomed and encouraged, fostering open communication.

1. Deliver feedback close to the event (action, behavior, performance) for maximum impact. The recipient's memory is fresh, and the opportunity for course correction is immediate. 2. Focus on actionable steps. Clearly outline specific behaviors to change, skills to develop, or goals to achieve. This empowers the recipient to take ownership of improvement. 3. Focus on Behavior, Not Personality: Avoid personal attacks. Address specific actions and how they impact the situation. 4. Create a safe space for open communication. Listen actively to the recipient's response and consider their viewpoint. Effective feedback is a two-way street, fostering growth and success for both parties.