Here's how you can give constructive and helpful feedback to others.

Preparing thoroughly is essential for giving effective feedback. Take time to gather specific examples and think about the points you want to address. This will ensure that your feedback is well-organized and relevant.

Here's how you can give constructive and helpful feedback to others: -Be Specific: Focus on specific behaviors or outcomes, not generalizations. -Use “I” Statements: Frame feedback with “I noticed…” to avoid sounding accusatory. -Balance Positives and Negatives: Mention strengths and areas for improvement. -Be Timely: Give feedback soon after the event while it’s fresh. -Offer Solutions: Suggest actionable steps for improvement. -Be Empathetic: Consider the recipient’s feelings and perspective. -Encourage Dialogue: Invite questions and discussions to ensure clarity and mutual understanding.

Para fornecer feedback construtivo e útil, siga estas diretrizes: 1. **Seja Específico:** Em vez de generalizar, cite exemplos concretos. 2. **Equilíbrio:** Combine elogios genuínos com sugestões de melhoria. 3. **Objetividade:** Baseie-se em fatos e comportamentos observáveis, não em opiniões pessoais. 4. **Foque no Futuro:** Ofereça soluções práticas e sugestões para melhorias futuras. 5. **Empatia:** Entenda o ponto de vista do outro e comunique-se com respeito. 6. **Acompanhamento:** Disponibilize-se para discutir o feedback e oferecer suporte contínuo. Esses passos ajudam a criar um ambiente de crescimento e confiança mútua.

Preparation is the most important step of giving feedback, in my opinion. By documenting issues you've observed, you have examples (not ammunition) to support your feedback. This helps if the person you're speaking with becomes defensive or has blind spots and doesn't notice recurring behaviors or errors affecting their work. Rehearse or make notes for what you'd like to address, so you don't get flustered or off track. I'd also include how their performance is affecting the overall department, team, project, etc. Approach the conversation from a place of helping, not accusing or belittling. An employee thanked me years after a difficult conversation, saying it motivated her to grow as a professional - the best outcome for sure.

In 2017, I began to approach feedback with a strategic mindset, understanding that preparation is key. Prior to any feedback session, I would carefully review the project files, emails exchanged, and performance data, ensuring I had a full grasp of the situation. This wasn't about coming in with a checklist but about engaging in a meaningful dialogue, armed with examples and context that would make the feedback specific and actionable. This approach allowed me to directly address issues with clarity, making the session more than just a formality—it became a productive discussion aimed at tangible improvements.

Starting positively helps set a constructive tone. Begin with acknowledging the person's strengths or recent successes. This approach makes them more receptive to the feedback and shows that you value their efforts.

Top 04 Guiding principles for giving great constructive feedback: 1-Seek Permission and Respect Autonomy: Obtain consent before providing feedback, acknowledging the recipient's expertise in their own life. 2- Deliver with Empathy and Understanding: Approach with empathy, listening actively, and refraining from judgment, while highlighting strengths before areas for improvement. 3-Frame Feedback as Opportunities, Suggestions, Not Commands: allowing recipients to reflect on alignment with their goals and values. 4-Accept, Respect and Support their Decision By embracing these principles, foster an environment where growth is encouraged, and individuals are empowered in their personal & professional development journey.

Start positively by highlighting the strengths of the person's work. Mention specific aspects you appreciated to build a foundation of trust. Then, offer your constructive feedback with a focus on improvement. Be clear and specific about the areas needing work, using examples to illustrate your points. Suggest actionable steps or alternative approaches they could take. Maintain a supportive tone, emphasizing your belief in their potential and willingness to help. End on a positive note, reinforcing their abilities and encouraging them to keep striving for excellence.

I've found that beginning feedback with positive observations sets a constructive tone for the entire conversation. For instance, in a 2018 review session, I started by praising a team member's innovative approach to solving a workflow issue, which not only boosted their confidence but also opened them up to receiving constructive criticism. This method has proven to soften the impact of potential critiques that follow and facilitates a more open, fruitful discussion where the focus is on growth and recognition of efforts rather than just areas of improvement.

Being specific is crucial to avoid misunderstandings. Rather than making vague statements, clearly describe the behaviour or situation you are addressing. Specific feedback provides clear guidance on what needs to change.

Ich finde zudem, dass gutes Feedback zwischen Feedbackgebendem und Feedbacknehmenden einvernehmlich und zeitnah stattfinden sollte. Ein Feedback, welches ungefragt und ungewollt Verhalten eines Menschen kritisiert, ist doch eigentlich ein Kritikgespräch. Ein Feedback, welches eine lang zurückliegende Situation adressiert, ist doch eigentlich ein Vorwurf. Beides sorgt beim Feedbacknehmenden dann häufig für Abwehrverhalten, da das Gefühl entsteht, sich verteidigen/rechtfertigen zu müssen.

Specificity in feedback has been a cornerstone of my approach. Rather than making broad statements, I pinpoint exact moments and decisions that could have been handled differently. For example, if a deadline was missed, I'd discuss the specific week leading to the deadline, what was overlooked, and how different actions could have mitigated the issue. This detailed approach helps individuals easily identify what changes need to be made and understand the direct impact of their actions, enhancing their ability to implement feedback effectively.

Focusing on behavior rather than personal attributes is important. Address the actions or behaviors that need improvement, not the person's character. This makes the feedback less personal and easier to accept.

Something that I have learnt and started to incorporate while being in difficult situation is through "How to win friends and influence people?". When I say difficult situation it is because feedback bring the points that one needs to work on and most of the people do not like to hear where they are wrong at. During my experience I have seen very few people having an attitude to take feedback constructively. Whereas personally I have seen myself grow faster while being receptive to feedback. Coming to the point, one must focus on behavior of the person are they receptive or not and this can be analyzed while having interaction with them and accordingly choose your word wisely. One can start with positive narration too.

In my feedback sessions, I concentrate on behaviors because they are observable and changeable, avoiding comments on personal traits, which can be perceived as subjective and personal attacks. For example, rather than saying someone is 'disorganized,' I discuss specific instances where their organizational skills could have improved the outcome of their projects. This approach fosters a constructive environment where feedback is viewed as an opportunity for professional growth rather than criticism of personal character.

Die meisten Menschen können nicht richtig Feedback geben. Sie denken Feedback geben heißt: "kritisieren". Es geht allerdings um etwas ganz anderes. Feedback fängt mit dem Gedankenschritt an, bei dem man sich selbst überlegt, was die andere Person noch besser machen könnte. Ziel muss es sein eher wie ein Mentor dazu beizutragen, dass die andere Person wachsen kann und nicht kleiner gemacht wird durch das Feedback! Das ist ganz wichtig!!

Offering solutions is key to making feedback helpful. Suggest practical ways to improve or alternative approaches. Providing actionable advice shows your support and helps the person know how to make positive changes.

Offering solutions alongside critiques has always been integral to my feedback. If I note that a team member's reports lack detail, I don't stop at pointing out the flaw; I provide examples of how to enhance their reports or suggest tools like Google Keep for better note-taking and organization. This method ensures feedback is constructive and empowering, providing practical tools and strategies that facilitate improvement and demonstrate my investment in their success.

Following up after feedback sessions has been crucial in fostering a culture of continuous improvement. I usually schedule a follow-up meeting a few weeks after the initial session to discuss progress on the feedback provided, explore any new challenges, and offer further support. This practice not only reinforces the importance of the feedback but also shows my ongoing commitment to the individual’s development, which strengthens their motivation to improve.

Creating a feedback-rich environment involves more than structured sessions; it's about fostering an everyday culture where feedback is naturally integrated into daily interactions. Encouraging team members to ask for feedback regularly and to offer it to peers in a constructive manner helps demystify the process and integrate it into the normal rhythm of work. This openness not only enhances individual performance but also builds a team dynamic that values continual learning and mutual support.

Feedback should focus on the action or the outcome of the action, not the person. It doesn’t have to be personal or harsh; it should aim to improve the situation for both parties. If it doesn’t achieve this, it hasn’t served its purpose.