Here's how you can effectively give and receive feedback in the workplace.

Understanding the intent behind feedback is fundamental for fostering a growth-oriented workplace culture. When feedback is framed around specific behaviors and outcomes, it becomes a powerful tool for professional development rather than a source of personal criticism. This approach not only makes the feedback more actionable but also encourages a mindset of continuous improvement. For those receiving feedback, viewing it as a resource for career advancement can transform even critical comments into opportunities for growth.

Feedback necessita ter intenção! A intenção deve ser especifíca, com dados e fatos, focada em resultados e comportamentos observados. Precisa ter relevância, e que promove desenvolvimento e evolução!

É essencial comunicar claramente a intenção por trás da ação. Ao fornecer feedback, seja específico e objetivo, destacando exemplos concretos e o impacto observado. Ao receber feedback, ouça atentamente sem interromper, buscando entender o ponto de vista do outro antes de responder. Demonstrar empatia e estar aberto a sugestões construtivas ajuda a criar um ambiente de colaboração e melhoria contínua.

I want to emphasize the importance of giving and receiving feedback with the right mindset. Feedback is a powerful tool for personal and professional growth, but it's essential to approach it with care and intention. Before offering feedback, take a moment to reflect on your purpose. Is your goal to help the other person develop and succeed? Or are you simply looking to express your own frustrations? If your intention is not rooted in supporting the receiver's growth, it's best to reconsider whether the feedback is necessary or appropriate.

Before feedback flies, understand why! The goal is to help someone grow, not just blow off steam. Focus on specific actions and results, not personalities. This keeps things constructive and actionable. When you're on the receiving end, remember, it's about your development. Even critical feedback is a tool to sharpen your skills. So next time feedback comes your way, take a deep breath and see it as an opportunity to become an even better version of yourself!

Parte de una persona integra es la madurez en la inteligencia emocional. Ante una situación critica o tensa la inteligencia emocional juega un papela sumamente importante, saber tomar las acciones adecuandas guiara a un mejor resultado. Sobre poner tu intención o razón no mejorara una situación tensa. Una de las mejores maneras es tomarse un tiempo fuera, respirar y analizar con la cabeza fría la situación y que es lo que conviene más para ambos. En ocasiónes ser impulsivo puede traer consecuencias que puedan afectar una relación laboral, familiar o sentimental.

Feedback assertivo também tem tempo e base. Ter a gestão do tempo para ser um momento produtivo e não cansativo! Saber fazer um planejamento para tal, mostrar importância com boa gestão do tempo para esta ação tão importante e necessária!

É crucial escolher o momento certo. Dar feedback no momento oportuno permite que seja mais eficaz e bem recebido. Escolha um momento em que ambas as partes estejam calmas e preparadas para uma conversa construtiva. Evite momentos de estresse ou pressão, e prefira abordar o assunto quando houver privacidade e tempo suficiente para discutir detalhes importantes.

Feedback timing is key! For maximum impact, choose a calm and collected moment. Avoid emotional situations where defensiveness reigns. Imagine a project post-mortem or a scheduled review - perfect opportunities for open and productive discussions. Remember, feedback goes both ways! If you're not feeling receptive, politely request to revisit it later. By choosing the right time, you set the stage for effective communication and growth on both sides.

For effective feedback, consider the timing and environment. Give feedback in a calm and receptive moment, avoiding emotional highs or lows. Opportune times include after a project's completion or during a scheduled review. Ensure the receiver is open and receptive, and reschedule if necessary.

Dentro de un ambiente laboral como líder, saber dar una retroalimentación o comentario positivo o negativo de manera clara y precisa puede ser algo complicado. El reconocer el trabajo o el desempeño de un colaborador puede incentivar enormemente su potecial. Un colaborador tiene diferentes motores para sus actividades, dentro los principales estás: el reconocimiento y aumento economico. El reconocimiento es importante, ya que cuando se le reconoce un trabajo a una persona generas motivos para un mejor desepeño. Al reconocer también existen areas de mejora y pueden ayudar a guiar por un mejor resultado a los colaboradores.

Ditch the vagueness, be specific! Great feedback goes beyond "good job." Highlight what truly shined - their impressive research or the way they tackled a tricky problem. Specificity personalizes the praise and reinforces the desired behaviors. On the receiving end, if the feedback feels unspecific, don't be shy! Ask for examples or clarification. A clear understanding paves the way for real growth. Remember, specific feedback is a powerful tool for both giving and receiving constructive criticism.

Being specific is important when you give feedback. Whenever possible, ask the receiver if there are specific areas they'd like feedback on. Maybe they're focusing on specific technical aspects of a project and need to gauge how well they're doing. Lead with those and then add further feedback if you have any.

É importante fornecer exemplos concretos e detalhados do comportamento ou ação que está sendo discutido. Evite generalizações e seja claro sobre o impacto do que foi observado. Escute atentamente para compreender completamente o ponto de vista do outro, fazendo perguntas claras para esclarecer quaisquer aspectos que não estejam claros.

I can't stress enough the importance of being specific when giving feedback. Vague comments like "good job" or "needs improvement" do little to help the receiver understand what they're doing well or where they need to develop. When you offer specific feedback, you give the person a clear roadmap for success. For example, instead of just saying someone gave a great presentation, you might say, "Your presentation was engaging because you used compelling visuals and storytelling to illustrate your key points. This kept the audience interested and helped them understand the complex topic."

Um excelente feedback gira em torno de realizar perguntas poderosas! Perguntas abertas que levam o profissional a pensar. Feedback não é um momento para falar demais, mas para saber fazer perguntas para o profissional falar mais!

Feedback should always be: 1. Two-way 2. Regular 3. Growth-oriented and actionable When done this way, you will create a feedback culture over time. You need more than just a right to give feedback for it to actually happen. People must feel trust, know that the feedback won't be used against them, and see that it is highly valuable and positively regarded.

Feedback shouldn't be a lecture, but a conversation! Imagine a two-way street where ideas and perspectives flow freely. When giving feedback, encourage the receiver to ask questions and share their thoughts. On the receiving end, don't be passive! Actively engage by asking for specifics or suggesting solutions. This back-and-forth fosters understanding and ensures everyone is on the same page. Remember, effective feedback is a collaborative effort that leads to growth for both parties.

Here's the thing: feedback isn't a lecture, it's a conversation! The best kind lets both of you share your views and ask questions. So, when you're giving feedback, make sure the other person has a chance to respond and explain their perspective. On the other side, if you're receiving feedback, don't be afraid to ask for more details or suggest solutions to the issues raised. This back-and-forth helps everyone understand each other better and come up with the best plan to move forward.

Feedback should be a two-way dialogue, not a one-way street. Encourage a conversation where both parties can express their perspectives and ask questions. When giving feedback, allow the receiver to respond and share their thoughts on your comments. When receiving feedback, engage with the giver by asking for elaboration or suggesting ways to address concerns. This exchange can lead to greater mutual understanding and more effective results.

El lado bueno de los problemas es que tienen solución. Para un problema no se buscan culpables, se buscan posibles soluciones o alternativas de mejora. Dentro de un ambiente laboral buscar un culpable puede tomar tiempo y retrasar la solución. Es claro que en muchas de las ocasiones los problemas se pudieron evitar o en otros si existen responsables, y claro se tendrá que tomar responsabilidad sobre ello. Sin embargo los errores no son malos, y el riesgo de error siempre existe, el trabajo esta en mitigar el porcetaje de riesgo al máximo. Un buen equipo de trabajo se cubre la espaldas, como coloquialmente se dice. Es decir saber resolver alguna problematica que al final de cuenta puede repercutir en un resultado para el equipo.

As much as possible, focus on STRENGTH-based feedback. In short: highlight how a strength in one area can be leveraged in another. For example, instead of saying, "You need to be more precise and detail-oriented with written communication," say, "You're very detail-oriented and precise with Excel and analytics. How can you leverage that strength to be as precise in writing as well?"

As much as possible, focus on STRENGTH-based feedback. In short: highlight how a strength in one area can be leveraged in another. For example, instead of saying, "You need to be more precise and detail-oriented with written communication," say, "You're very detail-oriented and precise with Excel and analytics. How can you leverage that strength to be as precise in writing as well?"

When you're giving feedback, try suggesting a relevant training course, a helpful book, or even connecting the person with a mentor. It shows you're invested in their success. On the other end, if you're receiving feedback, be proactive! Ask for suggestions on resources or ways to address the issues raised.

Para dar e receber feedback da melhor maneira, sempre focando em soluções e identificando pontos de melhoria, é importante abordar o feedback de maneira construtiva. Ao dar feedback, não apenas aponte o que pode ser melhorado, mas também sugira soluções ou alternativas viáveis. Ao receber feedback, mantenha uma mentalidade aberta e receptiva, buscando entender como você pode aplicar o feedback para melhorar. Isso cria um ciclo de feedback positivo e produtivo, que contribui para o crescimento e o desenvolvimento contínuo das pessoas envolvidas.

Accept gracefully feedback, yes, but with balance and a reflective process. --> Stay connected to your inner voice and intuition! Most feedback will carry something worth implementing, but it may only be part of it (or sometimes nothing at all). Do not dismiss your instincts and gut feelings if the feedback you receive feels wrong. Acting on feedback can be a good way to test it and see if the results align with what you truly want for your life, or if they reflect the needs, wants, and dreams of someone else.

De la misma manera en la que buscamos probablemente el reconocimiento tenemos que tener la madurez de saber escuchar. Saber escuchar sin importar la jerarquía, el puesto, la posición o los años de experiencia, en muchos casos conocer un diferente punto de vista ayuda mucho. Como humanos no estamos exentos de los errores, un humano se equivoca, pero un humano de valor acepta sus errores, aprende de ellos y mejora para intentar jamás volver a cometerlos. Acepta la responsabilidad de los errores así como el reconocimiento por un buen trabajo, tener en cuenta que es probable equivocarse pero siempre tienes la oportunidad de mejorar.

Receiving feedback graciously is just as important as giving it effectively. Listen attentively, resist the urge to become defensive, and express gratitude for the insights provided, even if they are difficult to hear. Remember that feedback is an opportunity to learn and that everyone has areas for improvement. By accepting feedback with grace and a positive attitude, you set an example for others and demonstrate your commitment to personal and professional development.

The best way I have found to not becoming defensive and emotional is to take a moment to process the feedback and not react immediately. A few seconds of silence is okay! This feedback is intended to be an opportunity to learn and grow - view it as guidance not criticism. When responding, assure your leader that despite the difficulty in hearing this feedback, you are committed to taking the necessary steps for improvement.

We're all so different so leaning on a feedback process may just come across as inauthentic. Consider this...when we talk with friends and family we aren't rigid and prescriptive...why? Because we have a relationship with them and depending on the quality and trust within the relationship we can be more effective in giving and receiving feedback. If you're finding yourself overwhelmed start by examining the relationship with person.