Comment encadrez-vous les employés pour qu’ils donnent un meilleur feedback?

How to Use a Feedback Model in Growth Hacking: 🎯 Collect feedback: Gather insights from users through surveys, reviews, or analytics. 🔍 Analyze patterns: Identify recurring themes or pain points to address. ⚡ Act quickly: Implement changes based on feedback to improve the product or experience. 🔄 Test improvements: Continuously test new features or tweaks based on feedback. 📢 Close the loop: Share updates with users to show you’re listening and adapting. Using a feedback model fuels innovation and growth! 🚀

“Modelos de feedback, como SBI, STAR e COIN, estruturam a comunicação, evitando ambiguidades e promovendo clareza. Escolha o modelo que melhor se adapta à sua equipe e treine-os para usá-lo eficazmente.

Communication structure is vital in delivering feedback effectively. This requires integrating company units internally. Setting up clear KPI’s to measure communicating feedback and correspondence to feedback must be part of the model.

1. Set the Right Mindset 2. Teach the Characteristics of Good Feedback 3. Use Feedback Models 4. Develop Empathy and Active Listening Skills 5. Role-play and Practice 6. Create a Safe Environment 7. Monitor and Adjust By creating a structured, supportive, and open feedback culture, employees will gradually become more skilled in providing meaningful, constructive feedback.

I prefer the COIN model for gathering the feedback, It helps to receive non-bios and subject centric data. the said model helps to gather data from the best candidates available and also the implementation information.

Give feedback based on what is wrong as per company not as per person’s thoughts , this will hell others to grow and build trust

Here is how you can Provide Feedback Regularly: 🗣️ Be timely: Give feedback as soon as possible to ensure relevance. 🎯 Stay specific: Focus on clear, actionable points to guide improvements. 📊 Use data: Back up feedback with facts and metrics for clarity. 💡 Balance positives and areas for improvement: Encourage growth while acknowledging strengths. 🔄 Follow up: Check progress and offer support for ongoing development. Regular feedback drives continuous improvement and success! 🔥

Timely and frequent feedback is indeed crucial for employee development. By fostering an environment where recognition and constructive criticism are part of the daily routine, organizations can significantly enhance performance and morale. Regular check-ins not only help in addressing issues promptly but also promote a culture of open communication.

Clarity and Objectivity: I emphasize being clear and specific, using measurable examples to ensure actionable feedback. Balanced Approach: I encourage recognizing both strengths and areas for improvement to maintain motivation and foster a learning culture. Actionable Suggestions: Feedback should include practical improvement steps and clear action plans, promoting ongoing growth and support.

Feedback contínuo e oportuno é essencial. Não espere a análise anual; reconheça e corrija comportamentos no momento. Agende check-ins regulares e debriefings para reforçar uma cultura de melhoria contínua.”

Here is how you can do it easily: 👍 Start with positives: Highlight strengths to build confidence and openness. ⚖️ Be constructive: Frame negative feedback as opportunities for growth. 🔍 Stay specific: Focus on clear examples, both for praise and areas of improvement. 💡 Offer solutions: Pair criticism with actionable suggestions. 🔄 End on a positive note: Reinforce your trust and belief in their ability to improve. Balanced feedback encourages growth while maintaining motivation! 🌟

I like to approach negative feedback as more of an opportunity. It is the perfect way to get to know the person and how they learn and approach how the person problem-solving the issue. This is more palatable than pointing out what was wrong. We need to give feedback and deliver it with genuine care.

After 15 years in business, I’ve learned that feedback is essential for growth, but it must be balanced. Positive feedback boosts morale, motivation, and confidence, helping people lean into their strengths. Equally, constructive criticism is crucial, but it should be delivered with care. Focus on behaviours, not the person, and provide actionable advice for improvement. The key is empathy—acknowledge wins, offer guidance, and support growth. Feedback should inspire, not discourage, and unlock potential while driving success.

Effective feedback is both a motivator and a guide for growth. I encourage employees to think of feedback as a tool for empowerment, not just evaluation. Positive feedback should highlight strengths to reinforce what’s working well and encourages continued excellence. "Negative" or constructive feedback, needs to be approached with a mindset of support by focusing on behaviours and offering actionable solutions. When we frame feedback as an opportunity for improvement rather than criticism, people feel more valued and are more likely to engage with and act on it. Striking this balance helps create a culture where feedback is seen as a pathway to continuous development.

Acredito que tudo começa pela Liderança. Quão aberta e pronta para receber um feedback do meu liderado eu estou? Como é minha reação ao receber feedback dos meus pares? Explicar que existe a forma como eu me vejo e como os outros me vêm, e que o feedback nasce de forma genuína de querer que o outro cresça. E claro, construir um ambiente seguro para errar também é necessário.

How to Encourage Feedback Exchange: 🗣️ Create a safe space: Foster an open environment where feedback feels welcome. 🤝 Lead by example: Share your own feedback first to encourage others. 🎯 Be specific: Ask for focused input on areas that need improvement. 💬 Actively listen: Show appreciation for feedback and be receptive to suggestions. 🔄 Make it a habit: Regularly ask for and provide feedback to build a culture of exchange.

When feedback flows in both directions it fosters mutual respect and accountability. As a manager, openly inviting feedback from your team not only builds trust but also shows humility and a commitment to personal growth. It’s also equally important to encourage peer-to-peer feedback as a way to create a more cohesive and collaborative environment. When employees see feedback as a shared tool for growth, they’re more likely to engage in honest dialogue, which strengthens relationships and enhances overall team performance. Creating a psychologically safe space for this exchange is crucial. When people feel safe to speak up, the whole team benefits.

Two way feedback is important in fosters a strong relationship between employees and employers. It gives both sides the opportunity to see another perspective. Working together to make positive changes and professional growth I. The work place

While evidence-based feedback training is essential (and quite rare), managers play a crucial role in helping their direct reports develop feedback skills. Providing a structured model like COIN is helpful, but in my experience, the most effective way to develop employees into great feedback givers is by modeling healthy, open feedback relationships with them. Despite reading countless books and academic papers on feedback, I’ve learned the most about giving feedback by observing how great managers gave it to me.

It is essential to follow up with the employee when you are either given feedback or following up on support for them that you have promised to do. This continues to build trust and a collaborative environment that you want to make with your employees.

Following up on feedback is crucial to making it effective. Feedback shouldn’t end after the conversation; it’s an ongoing process. Managers need to track progress and offer support as needed (and don't forget to praise positive changes too!)

Throughout my career, from award-winning Shabestan to Australian brand Jones the Grocer, I've learned that following up on feedback is as crucial as giving it. At Kebabs Faktory, I implement a system where feedback is documented and revisited regularly. For instance, if I suggest a change in plating technique to a chef, I schedule a follow-up to observe the implementation and discuss results. This approach ensures accountability, demonstrates the value we place on improvement, and allows us to measure the impact of feedback. It's not just about pointing out areas for growth; it's about supporting our team through the improvement process.

When time is of the essence, prioritising key topics is critical. Review the job description to pinpoint the most relevant skills and experiences the employer is seeking. Focus on preparing specific examples that align with these priorities. Consider recent industry trends and challenges that the company may be facing to tailor your responses. Remember, it's about quality over quantity—highlight the most important aspects of your experience. This ensures that your conversation is focused and relevant, giving you the best chance of success, even under time pressure. #InterviewersGuidebook

One often overlooked area is the need for organizations to provide comprehensive, evidence-based feedback training. The data is clear: feedback significantly influences everything from employee productivity and morale to retention. Yet, many organizations mistakenly separate employees into two groups—feedback givers and feedback receivers. In reality, all employees should be trained as both givers and receivers. Based on my experience, employees who engage in both roles through safe, structured practice develop stronger feedback literacy than those who only focus on one aspect.

Developing feedback skills requires reflection, learning, and practice. Regularly assessing your own style, asking for feedback from your peers, and learning from past experiences all contribute to honing this critical leadership skill. 'The Interviewers Guidebook: Turning Conversations into Captivating Stories' emphasises that feedback is not just about pointing out flaws—it’s about fostering a supportive environment where employees can grow. By focusing on continuous improvement, both for yourself and your team, feedback becomes a powerful tool for development and leadership.

In my experience the key to better feedback from employees is psychological safety and the feeling that they are part of something bigger and doing something that matters. In this way you create an environment where your team wants to develop the business and feel safe sharing their ideas.

A few other very important considerations: 1. Personalisation - tailor feedback to individual employees. Different people respond to different approaches, so understanding their communication preferences and motivators can make feedback so much more impactful. 2. Timeliness - feedback needs to be delivered as close to the moment as possible, so long as you are in the right space to provide it and them to receive it. 3. Clarity - clear is kind, unclear is unkind. Vague feedback leaves room for misinterpretation (which usually means behaviours will go unchanged and require another conversation), so focus on observable behaviours and specific outcomes to avoid confusion.

To stay positive you can play a game with yourself like see if you can get by without using the word YOU, or any adjective to describe the other person. Instead of the use of "we", "it" or the focus on the desired outcome can help. For example: If an employee is struggling with time management: Instead of saying "YOU have to be more organized", we could suggest "It might be a good idea to try this or that tool to organize the day." The person still gets the point without the sting.