Hier erfahren Sie, wie Sie eine sichere und ermutigende Atmosphäre für den Feedback-Austausch schaffen können.

Navegar na comunicação e colaboração durante a falha de um projeto pode ser desafiador, mas é essencial para minimizar danos, aprender com a experiência e melhorar futuros esforços, segue algumas ações para lidar: comunicação transparente, lições aprendidas,feedback, plano de contigência, revisão de recursos, inciativas de melhoria contínua.

As an engineering manager, build trust through transparent communication, consistent actions, and active listening. Empower your team with autonomy and support, recognize their contributions, and lead by example. This fosters a collaborative and motivated engineering team.

Create an environment where everyone feels safe to express their thoughts and concerns by fostering open and honest communication. Trust is the foundation of any successful feedback culture.

O momento do feedback deve ser leve. Isto é, criar uma atmosfera livre de retaliações e hostilidades. Para isso é fundamental que haja uma cultura de respeito entre as pessoas e de regularidade do feedback. Ao iniciar, deve-se dar total atenção ao que as pessoas queiram dizer, bem como em ouví-las. Não é momento para ficar apressando, olhando no relógio, agir reativamente ou qualquer outra ação que desencoraje o interlocutor. Somente com escuta ativa, uma conversa aberta e respeitosa será possível encontrar soluções aos mais diversos problemas e estreitar as relações interpessoais.

Establish clear guidelines for giving and receiving feedback. When team members know what to expect, they are more likely to engage positively and constructively in the feedback process.

Constructive feedback is a powerful tool for personal and professional growth. An effective feedback should have following characteristics: 1. Precise Identification: Instead of vague statements, pinpoint exact aspects that require attention. 2. Concrete Examples: Illustrate feedback with real-life instances. Describe situations where improvement is necessary. 3. Actionable Solutions: Provide steps to address identified areas. 4. Self-Reflection: Ask questions like, ‘What could you have done differently?’ 5. Growth Mindset: Emphasize that improvement is ongoing. Use positive terms like ‘learning opportunity.’ 6. Balance Positivity: Acknowledge existing strengths while addressing improvement areas.

Active listening is crucial for engineering managers to build trust and improve team communication. It involves giving full attention to team members, understanding their inputs, and responding thoughtfully. By practicing active listening, managers can better address their team's needs and concerns, foster collaboration, and make informed decisions. This approach strengthens the team and enhances overall productivity.

Invest in your team so they can invest in the project. WHO outlines health as a "state of complete physical, mental and social well-being and not merely the absence of disease or infirmity." ; therefore as managers it's important we show some interest in the non-work aspect of our team. A regular cadence with the team in a work-casual setting ensures one comes across as approachable. Ensure team members take time-off & have a life outside of work. With this said, at work ensure that the team outlines their progress, challenges & very importantly the solutions they created for it. Situations where the solution was not that clear work with the team closely to enable them to find the solution.

Following up post-reviews/feedback sessions is key, both for the reviewer & the reviewee. It allows both parties to think over & work together to implement the feedback. Very importantly, at a second touch-point, there is a little more time to elaborate on the finer elements of the implementation of the feedback & the Plan-of-action while keeping both the manager & the team member in the loop. The follow-up to a review/feedback sets the pace for a more relaxed cadence in future. Any tensions that may have arisen during the review itself will dissipate & create a positive workplace environment.

Encourage regular feedback sessions to make feedback a natural and integral part of your team's routine. Continuous practice helps in normalizing feedback, making it less intimidating and more productive.

Creating a secure environment for feedback is crucial for team growth. In my experience, setting the tone starts with leadership. I make it a point to ask for feedback in meetings, showing that it’s valued and important. We hold regular sessions where everyone can share their thoughts openly, focusing on growth and learning. By actively demonstrating that feedback is a tool for improvement, not criticism, we've seen a noticeable boost in team confidence and collaboration.