Here's how you can deliver impactful feedback and performance evaluations to your team.

-Define Objectives: Clearly establish the purpose and objectives of the feedback or performance evaluation session. -Align with Expectations: Ensure that the goals of the feedback align with the individual's job responsibilities, performance expectations, and organizational objectives

Fornecer feedback eficaz e realizar avaliações de desempenho são processos cruciais para o desenvolvimento e sucesso da equipe de finanças corporativas. Um feedback bem estruturado pode melhorar a motivação, produtividade e desenvolvimento profissional dos funcionários. Antes de iniciar o processo de feedback, é essencial que todos os membros da equipe compreendam claramente suas responsabilidades e os objetivos esperados. Um analista financeiro deve saber que sua meta trimestral inclui a análise de balanços patrimoniais, projeções financeiras e identificação de oportunidades de redução de custos. Realize reuniões de feedback regularmente, não apenas durante as avaliações formais.

-Gather Data: Collect relevant information and data regarding the individual's performance, including achievements, areas for improvement, and specific examples of behavior or outcomes. -Plan Structure: Organize the feedback session with a clear agenda and structure, outlining the topics to be discussed and the desired outcomes.

I've been there. Trying to navigate through a maze of 'leverage', 'amortization', and 'EBITDA', when all I needed was straightforward guidance. It was like being handed a map in a foreign language on my first day in a new city. Here’s the reality: Clear communication is not just preferred; it's essential. When delivering feedback, it’s crucial to cut through the clutter. Use language that’s as clear as a bell, leaving no room for misinterpretation. Focus on what really matters - behaviors and results. This isn’t just about avoiding personal digs; it’s about providing actionable insights. Let’s champion feedback that’s direct, devoid of unnecessary jargon, and most importantly, constructive. It's about building up, not tearing down.

-Be Specific: Provide specific examples and evidence to support your feedback, focusing on observable behaviors and outcomes rather than subjective opinions. -Use Constructive Language: Frame feedback in a constructive and supportive manner, emphasizing strengths while addressing areas for development. Encourage Two-Way Communication: Foster an open dialogue where the individual feels comfortable asking questions, seeking clarification, and sharing their perspective.

-Listen Actively: Actively listen to the individual's responses and feedback, demonstrating empathy, understanding, and respect for their perspective. -Ask Probing Questions: Encourage deeper reflection and discussion by asking open-ended questions that invite the individual to share their thoughts, feelings, and insights. -Acknowledge Contributions: Recognize the individual's contributions and accomplishments, reinforcing positive behaviors and outcomes.

-Provide Resources: Offer guidance, resources, and support to help the individual address areas for improvement and achieve their goals. -Set Actionable Goals: Collaboratively establish actionable goals and development plans that outline specific steps, timelines, and responsibilities for both the individual and the manager. -Follow Up: Schedule regular check-ins to monitor progress, provide ongoing feedback, and offer additional support as needed.