Hier erfahren Sie, wie Sie die Fallstricke vermeiden können, die entstehen, wenn Sie in einer Führungsrolle kein Feedback und keine Bewertung geben.

In my experience, maintaining a continuous feedback loop is essential to avoid the problems that arise from a lack of feedback in leadership positions. For example, establishing regular times to provide constructive feedback and receive insights from team members can foster an environment of open communication and improve overall performance.

Leaders, wake up! Ignoring feedback is a fast track to failure. Embrace the feedback loop. Listen, evaluate, act. It’s not just advice; it’s survival.

Don't wait for annual performance reviews to provide feedback. Establish a culture of ongoing, frequent feedback. Schedule regular one-on-one meetings with team members to discuss their performance, strengths, and areas for improvement. Differentiate between day-to-day workstream-oriented feedback vs professional development feedback. Be consistent, focus on language and create a safe environment by listening and encouraging dialogue.

Provide feedback regularly, not just during formal reviews. Be specific about what's working well and what needs improvement. Balance constructive criticism with praise to motivate people. Make feedback a two-way dialogue. Encourage employees to share their thoughts and questions When giving feedback, suggest clear steps for improvement. Don't just point out problems - empower people to get better Give feedback promptly, while the situation is still fresh. Avoid letting too much time pass As a leader, model the feedback behavior you want to see. Be open to receiving feedback yourself Follow up after providing feedback. Check on progress and continue supporting people's development.

I've learned that specificity in feedback is key to driving improvement and motivation. Vague comments like "good job" or "needs improvement" can leave team members unsure about what exactly they did right or where they need to focus their efforts. Implement the SBI (Situation, Behavior, Impact) framework when providing feedback: Situation: Describe the context or situation where the behavior occurred. Behavior: Clearly explain the specific behavior observed. Impact: Detail the impact of this behavior on the team or project. Always express gratitude for the team's efforts and show empathy by acknowledging the challenges they face. This approach ensures that feedback is received as constructive and supportive rather than critical.

Specific feedback provides actionable information for improvement. ✅ Vague comments like "good job" or "needs improvement" are unhelpful ✅ Highlight particular instances of what team members did well or need to improve ✅ Show that you're paying attention and value their contributions

In lead generation, being specific about your target audience and messaging can significantly improve your success rate. Tailor your communication to address the unique pain points and needs of your prospects. Specific, personalized outreach demonstrates that you understand their challenges and can provide the solutions they need.

Feedback ist ein mächtiges Werkzeug für die berufliche Entwicklung und Förderung von Mitarbeitern. Führungskräfte sollten spezifische und konstruktive Rückmeldungen geben, die direkt auf Entwicklungsziele abgestimmt sind. Indem Sie individuelle Entwicklungspläne erstellen und regelmässig besprechen, können Sie das Potenzial Ihrer Mitarbeiter maximieren. Stellen Sie sicher, dass das Feedback immer mit einer positiven Absicht gegeben wird, um Wachstum und Motivation zu fördern. Fragen Sie sich: „Wie kann dieses Feedback den Mitarbeiter langfristig voranbringen?“

Responding to leads promptly can make a huge difference in converting them into customers. Timeliness shows that you value their interest and are eager to meet their needs. Implementing automated responses and setting clear follow-up timelines can help ensure no lead falls through the cracks.

Busque ser pontual em suas avaliações e no seu feedback! Não perca o timing certo para dar o feedback e não deixe que um ciclo de feedback seja esquecido!

Timing is crucial for effective feedback. ✅ Keeps teams agile and adaptable to changing demands ✅ Feedback should be timely, specific, and relevant ✅ Encourages reflection and improvement ✅ Enhances learning and growth

Timeliness matters to a point... If the feedback is growth oriented (vs recognition), we need to make sure we're in a good spot to give it effectively (neutral or above) and that the other person is in a good spot to receive it; both are important. So sometimes delaying a conversation for a bit is helpful for the conversation and outcome to be effective.

Feedback should be timely. Don’t wait for an annual review to provide feedback on something that happened months ago. Address issues and commend good work as soon as you notice them. This immediate response can lead to quicker improvements and shows your team that you’re actively engaged.

In a leadership role, fostering an open dialogue is crucial to avoiding feedback pitfalls. Encourage team members to ask questions and share their own insights on performance, creating a two-way conversation that promotes collaboration. This approach ensures team members feel heard and understood, which in turn can enhance their engagement and commitment to work. By investing in a feedback culture that values continuous improvement and mutual support, you set the stage for increased team productivity and success.

Feedback should never be a one-way street. ✅ Encourage team members to ask questions and provide insights ✅ Fosters a collaborative atmosphere where feedback is shared and valued ✅ Allows team members to feel heard and understood ✅ Increases engagement and commitment to work

One-way feedback should never be accepted. Invite your team members to share their own perspectives on their work and to pose questions. Feedback is shared and appreciated in a collaborative environment that is fostered by this two-way conversation. Members of the team may become more engaged and devoted to their task if they feel heard and understood.

Two way dialogue is important but you must be careful to not allow it to breed further insecurity or lack of direction in your team. It's your place to guide them in the right direction through language that affirms their development instead of creates uncertainty. It's important that, through careful use of language, you can make your team feel heard and address their issues thoughtfully, while giving them the confidence they need to get back on track. No one will get it right 100% of the time, mistakes happen, we learn and grow as people, but it's also your job as a leader to enable them to reach their potential.

"Feedback is the breakfast of champions", they say. And just as breakfast helps people kickstart their day by supplying the right nutrients and energy, regular feedback fuels the growth of your team members. You can model a type of dialogue/conversation where you share your observations on your colleagues' performance, both in the form of "appreciation" and "support". Always remember to ask for permission, for instance by saying "may I share something I've noticed?" Eventually, you can encourage your team members to do the same with each other - regularly and without having to wait for their end of year evaluation. Include yourself in the group too; it can only be fair and shows that feedback is for everyone..and for champions!

Follow up with team members to discuss progress and obstacles shows investment in their development and support for improvement. ✅ Regular follow-ups keep goals and expectations clear ✅ Encourages open communication and transparency ✅ Helps identify and address potential issues early on

Following up on team members is great as long as you can give the appropriate amount of time for someone to digest your feedback and apply it to their daily practices. We must also be mindful as leaders that not every method of doing something will work for everybody. This is quite evident in sales when everybody quite literally needs to find their own path. What we can do then, is give people the time and the chance to develop and apply their own perspectives, show support for their pain points and then demonstrating, not merely telling, how you would personally solve it. Sometimes their observation of your process can be more of an effective follow up than a dry KPI meeting!

After giving feedback, make sure to follow up. Check in with your team members to see how they’re progressing, offer further guidance if needed, and acknowledge improvements. This shows your team that you’re invested in their growth and success.

Following up is crucial with any team member. After providing feedback, consistent follow-up ensures that the team member is leveraging your input to enhance their progress and performance. Maintaining open communication cultivates action, improvement and growth. Regular follow-up sessions provide opportunities to address any concerns or obstacles that may arise, allowing for timely support and guidance. This proactive approach strengthens trust and collaboration within the team, ultimately leading to greater productivity and success.

I suggest developing a detailed rubric that includes specific performance indicators like quality of work, timeliness, collaboration, and problem-solving skills. Use this rubric for every team member during evaluations to maintain consistency and objectivity. This approach helps eliminate any perceptions of bias or favoritism, fostering trust in the evaluation process and promoting a culture of excellence and continuous improvement within the team.

Incorporate real-time feedback tools, such as digital platforms or apps, to streamline the feedback process. These tools allow for instant, on-the-spot feedback that is recorded and accessible to both the giver and receiver, ensuring feedback is timely and specific. For example, implementing a real-time feedback app in my team allowed us to provide instant praise or constructive suggestions during projects. This immediacy improved our responsiveness to issues and reinforced positive behaviors promptly, significantly enhancing our overall team performance and engagement.

When evaluating your team, be fair and objective. Avoid favoritism and make sure to consider all aspects of a person’s performance. A fair evaluation process can lead to a more motivated and productive team.

In my opinion, fair evaluation is important in a leadership role for several reasons when evaluations are fair, employees feel recognized and valued for their hard work, which boosts their motivation. And this builds trust between leaders and team members. When employees know they are being judged objectively, they are more likely to respect and trust their leaders. This gives accurate performance information, helping employees understand their strengths and areas for improvement. This encourages personal and professional growth. This helps minimise the risk of bias and ensures that all team members are treated equally. With honest and fair feedback, leaders can help employees improve their performances.

Maintaining fairness and consistency in evaluations is essential. Establish clear criteria applicable to all team members to assess performance objectively, mitigating any perception of bias or favoritism. Regular and fair evaluations not only support individual growth but also cultivate a culture of excellence within the team, fostering trust in the evaluation process and driving overall improvement.

In my early days as a manager, I did not understand the concept of giving feedback coherently and consistently. So, when the time came to give developmental feedback to a team member, they became defensive and claimed (with evidence) that I had been praising them on tasks well done so they didn't know where this was coming from. I then realised that I had been so much more frequent in communicating kudos on small tasks that were completed as expected but had not communicated developmental feedback more regularly, and as a result, they had no clue and thought they were doing quite well. It was a wake-up call for me as a manager. Yes, It is important to praise, but we need to balance that with developmental feedback so people are not misled.

As a leader, model the behavior you expect from your team. Demonstrate a growth mindset by accepting feedback gracefully and implementing suggestions for your own development.

One of the favorite tools we use for both recognition and growth feedback is the F.B.I. Feedback Formula: *F - how you feel about the other person's behavior (brings in the human element) *B - specifically what the other person did *I - the impact of the person's behavior We also have to be clear on our intent for the feedback. If we intend to inspire someone to do more of or repeat a behavior, it's an opportunity to use FBI to recognize them in a meaningful way. If we want to inspire them to change a behavior, it's an opportunity to use FBI to structure a growth feedback conversation. If we're just in a bad spot (e.g., judgmental, crabby, etc.), we have no business having a feedback conversation at all.

Remember that feedback and evaluation are tools for growth, not punishment. Use them to help your team develop and reach their full potential. Also, be open to receiving feedback yourself. Leaders are not infallible, and constructive feedback can help you become a better leader.

Avoiding the pitfalls of not giving feedback involves; a) regular communication. b) constructive feedback Research shows that 72% of employees believe their performance would improve with more feedback. Leaders should schedule frequent check-ins, offer specific praise and criticism, and create an open environment for dialogue. Ensure to make criticism are done with closed environment. Effective feedback boosts engagement and productivity by up to 25%, fostering a proactive and motivated team.