What do you do if your colleagues in product development need constructive feedback?

When providing constructive feedback to colleagues in product development, it's important to be specific, focused on behaviors or actions, and offer suggestions for improvement. Use a positive and empathetic tone, highlighting strengths before addressing areas for development. Be open to receiving feedback yourself and encourage a culture of continuous improvement. Frame feedback as a collaborative effort to achieve shared goals and emphasize the importance of growth and development for both individuals and the team.

Pour ma part , il est primordial de baser sa préparation sur des faits. Un feedback qu’il soit positif ou négatif doit se baser sur des exemples concrets, récents et avérés.

How do you give your colleagues in product development constructive feedback? This is such a great and important topic. I found myself in this position very often. It is important to keep in mind that creating something from nothing is a very special skill that not everyone can master. It can be very difficult for the person to hear not so positive feedback. I try to keep in mind that it might be personal for them. I try to frame the feedback in a way that shows I'm not attacking their work, but it is for the greater good of hitting the mark on achieving the customers expectations. To do this successfully, plan ahead, be very specific and allow time for processing the feedback.

Preparation is internalized- you prepare for what to say, how to say, but also never lose sight of the end goal- a successful project. As long as the end goal is the same, tailoring your words in that manner isn't challenging

When providing constructive feedback to colleagues in product development, begin by focusing on specific observations rather than generalizations. For example, address areas such as usability, functionality, or alignment with project goals. Offer actionable suggestions for improvement and highlight strengths to maintain a positive tone. Encourage open dialogue and collaboration to brainstorm potential solutions together. Finally, follow up to ensure the feedback is understood and integrated effectively into the development process.

Specificity in feedback is paramount. Vague comments can be confusing and may not provide clear guidance for improvement. Instead of general statements like "You need to do better," it's more effective to pinpoint exact areas for improvement. Providing specific examples, such as addressing usability issues or suggesting alternative solutions, not only clarifies the issue but also shows that you value your colleague's contribution to the product development process.

In addition to specificity, offer actionable suggestions for improvement to empower your colleague to address the identified areas effectively. By providing concrete examples and practical advice, you facilitate a more constructive feedback exchange that promotes growth and skill development. This approach fosters a collaborative atmosphere where team members feel supported in their professional development journey.

Es importante ser especifico, si el "feedback" es con la intención de apoyar el mejoramiento del desarrollo y/o performance del producto. Habitualmente el uso de estadísticas y correlación de variable importante, que permitan asociar ciertas características del producto con algunos parámetros de procesos, es importante para definir potenciales ajustes en el plan de diseño. ➡️ Análisis detallados de los resultados e identificación de los "gaps" entre el diseño y el producto fabricado, es primordial para iniciar cualquier ajuste

It is always easy to take action on clear items. The more specific it is, the better ROI it is. Don't go vague. Also with those specifics, if you can provide some clarity with intent would be helpful. Try to articulate & clear the problem even better. Try to speak the same language while discussing the specifics. I have seen this numerous times, different individuals have different interpretation of the same thing.

Indeed, emphasizing positives fosters a supportive environment conducive to growth. Acknowledging strengths builds trust and credibility, making feedback sessions more constructive and less daunting. By framing feedback within the context of achievements, you inspire confidence and resilience, encouraging your colleagues to view challenges as opportunities for growth rather than setbacks.

I have a slightly different view on this. I would like to understand what's important at the point rather than focusing on positives or negatives. What's the intent? Positives & discussing winds should be a part of day-to-day activities. Everyone should make a habit of celebrating small wins. Don't be too diplomatic. Focus on what is the real problem. Sometimes it might lead to difficult conversations.

I don't buy this. You need to be honest. It may be that they don't have any positives and they're better off if you give it to them straight. It is far more harmful to not "blow smoke."

Je ne suis pas entièrement d’accord. Être positif oui, saluer les réussites oui.. pour autant en tant que manager nous rencontrons tous des situations où il faut aussi dire des choses désagréables. Cette partie ne doit être minimisée car un bon manager est aussi un manager qui sait dire clairement quand ça ne va pas. Cette facette ne transparaît pas du tout dans votre article et c’est dommage.

Encourage an open dialogue by creating a supportive and non-judgmental environment where colleagues feel comfortable sharing ideas and concerns. Initiate discussions by asking open-ended questions to stimulate conversation and gather diverse perspectives. Actively listen to their feedback, acknowledging their contributions and demonstrating empathy. Foster collaboration by emphasizing the importance of teamwork and collective problem-solving. Finally, provide constructive feedback in a constructive and respectful manner, focusing on specific areas for improvement and offering actionable suggestions for growth.

My experience shown me than you could encourage people if you have worked before on teamwork and team building. People always feels good and participate when we hear openly without criticism. We are not looking what is wrong or right, that's key.

Absolutely, fostering open dialogue cultivates a culture of collaboration and mutual respect. Actively listening to your colleagues' perspectives validates their contributions and promotes empathy. This two-way communication not only strengthens relationships but also enhances problem-solving by leveraging diverse viewpoints. Encourage a culture where feedback is seen as an opportunity for growth and improvement, creating a dynamic environment where everyone feels valued and empowered.

Product development is an area where do not exist right&wrongs. So, ask questions, open dialogue to understand and if needed( most likely) add another perspective, another angle to show additional ways to development by asking alternative options. Same time, keep discussion focused and specific towards expected result.

I disagree of using open-ended questions. The dialogue should be effective and learning. If i use open-ended questions my collegues could argue that i havent prepared myself for the meeting. Direct questions set a sharp edge in whats to be discussed in an effective dialogue. And not a time consuming session.

Offer support by approaching colleagues with empathy and understanding, recognizing the challenges inherent in product development. Provide encouragement and recognition for their efforts and achievements, fostering a positive atmosphere. Offer to collaborate on finding solutions together, demonstrating your commitment to teamwork. Be available to lend a helping hand or provide guidance as needed, showing your willingness to support their growth and development. Finally, create opportunities for constructive feedback exchanges, ensuring a continuous improvement mindset within the team.

It is good to offer support- just don't be condescending. You don't help by coddling. True support necessitates honesty. You should encourage supported independence.

Absolutely, offering support reinforces the collaborative nature of feedback exchanges. By extending a helping hand, you demonstrate your commitment to your colleagues' development and the project's success. Providing guidance and resources fosters a sense of camaraderie and shared responsibility, encouraging team members to approach challenges with confidence and resilience. Together, you can overcome obstacles and achieve excellence in product development.

Your collegue is hired by the company for his or her competences. Make it clear what belongs to their job, ie describe tasks, authority and responsibilities. Let them be aware of the budget and timelines set. Time to market is key. Support is essential, but SELFsupport should be the nature of the person involved! Initiative is key!

Regular follow-ups demonstrate your commitment to ongoing growth and improvement. They provide an opportunity to celebrate progress, address any remaining challenges, and offer additional support as needed. By maintaining open lines of communication, you foster a culture of accountability and collaboration, driving continual advancement and innovation within the team.

Follow up is definitely a must for improvement. We could create some SMART activities to speak about and measure during the period agreed. These meetings can be a start of a new way of working.

Tracking progress: After providing feedback, you can regularly follow up on the progress of your colleagues to see if they have adopted your suggestions and what results they have achieved. Ongoing communication: Establish a good communication mechanism and communicate with colleagues regularly to understand their work situation and difficulties, and provide timely help and support.

The most important thing to consider is that the time to develop new innovations can be a huge effort for the creator - try and consider that your part in the puzzle is to provide feedback and it may not be complete so balance your response to include the positives as well as the negative aspects - even though it is easy to pick on the negative attributes first. It is usually that vital dialogue with you that creates the next steps to make it a success.

The Sandwich style of giving criticism or feedback is always effective. It works like this: Compliment -Criticise-Compliment. E.g "I know you put in a lot of work to this team, but it would be nice if you collaborated more with other team members so we can always all be in synch, however with your hardworking skills, I am confident that you can be a great team player "

Assuming the goals of the product development team are to innovate, launch, and commercialize new products and services, external constructive feedback is essential. Customer driven development requires honest communication with external as well as internal stakeholders as to the value, cost and functionality of your products. The mantra that "it's not personal it's business" is about mutual growth and success with your team and your customers.