What are the most effective ways to provide specific and actionable feedback?

Para una buena retroalimentación la escucha activa es imprescindible. Escuchar, escuchar y escuchar. Y hazles participes de todo, consulta los nuevos pasos, cómo harías esto? Adelántate a los bloqueos que sabes que encontrarás. Si tuviésemos mas manos, cómo harías esto? Si tuviésemos más tiempo, cómo harías esto? La base en cualquier equipo es una comunicación fluida, no lo olvides! Si tu equipo siente que es escuchado, y que se tienen en cuenta sus opiniones conseguirás crecimiento y motivación

1. Be specific: Clearly identify the behavior or action that needs improvement, providing concrete examples to support your feedback. 2. Focus on impact: Explain how the behavior or action is affecting the individual or the team's performance and outcomes. 3. Offer suggestions: Provide actionable recommendations or strategies for improvement, outlining clear steps or alternatives to address the issue. 4. Encourage dialogue: Create an environment for open conversation and invite the individual to share their perspective or suggestions for addressing the feedback. 5. Follow up: Establish a plan for follow-up discussions or check-ins to track progress, offer additional support, and ensure the feedback is being applied effectively.

Be conscious of timing. Put yourself in the shoes of the person about to be given feedback. Prepare for feedback giving. Provide specific examples. Make it actionable (and future-focused when possible). Make feedback a regular process.

Feedback serves as a valuable tool for both individuals and teams. As well as building trust, regular feedback also creates a culture of open communication, leading to increased engagement and loyalty within the team. It's a win-win practice for both the team and its members. It's not just about pointing out weaknesses but acknowledging strengths, which can boost morale and motivation. Moreover, the act of providing feedback demonstrates a commitment to team members' development and success.

Effective leadership hinges on embracing Stewardship Delegation—a practice encompassing norm establishment, clear boundary setting, shared responsibilities, outcome description, and transparent discussion of timelines and milestones. These criteria not only streamline progress monitoring but also allow for timely feedback based on statistical insights and logical assessments. A vigilant leader, adhering to the philosophy of "Precaution is better than cure," instills trust and inspiration in their team, fostering a collective commitment to the established criteria.

Be aware that depending on the culture, feedback is given and received differently. With a Dutch, German or Scandinavian person, you will likely be able to give very straightforward feedback and focus on the issue at hand. In these cultures feedback is not generally taken personally, and giving direct and specific feedback is a sign of a good collaboration. On the other hand, in British culture things are phrased a bit more carefully. You can use softening statements like 'a little better than' or 'somewhat affected by' to be less direct with any constructive criticism, as directness can be perceived as rude. Of course every person is different, and understanding how they treat feedback will help you decide on the level of specificity.

When giving feedback, it's essential to pinpoint precise actions or behaviors rather than using vague statements. Provide concrete examples by sharing real situations where the behavior occurred, including details about who was involved, what happened, when and where it took place, and how it transpired. Avoid broad generalizations like "You always" or "You never," and stick to particular instances to maintain clarity. By focusing on observable facts, refraining from making assumptions or judgments, and offering specific, detailed feedback, you make it easier for the recipient to understand and act upon your input for improvement.

It's important to be specific, but if the individual isn't ready to hear it, it doesn't matter. Start by asking "Are you open to receiving feedback on X right now?". If the answer is "yes" continue the conversation. If the answer is "no", schedule a follow up time to connect, allowing both parties time to prepare.

Instead of giving general feedback like "good job" or "needs improvement," focus on specific aspects of the work. Highlight what was done well or areas that need attention. For example, instead of saying, "You did a great job on the report," you could say, "The analysis in the report was thorough and supported by relevant data." Providing concrete examples helps clarify your feedback and makes it more actionable. Refer to specific instances or sections to illustrate your point. This allows the recipient to understand exactly what you are referring to and make necessary adjustments accordingly.

That we even need to ask ourselves for 'tactics' around providing actionable and specific feedback is a testament to how so many of our workplace cultures have turned into a 'competition' rather than a 'collective'. The answer to this is within the question: Be Specific, and ensure your feedback includes actions your colleague can take in order to remediate whatever issue has been observed. The only aspect of this that is, perhaps, abstract is the timing. The sooner feedback is provided the better. Advising someone on something that happened six months ago (just after the last 'review' cycle perhaps) will never be as effective as asking someone to step aside that day, in that moment, and providing some direct insight they can react to.

What may be the most crucial sentence in this paragraph is "...provide resources, support, and coaching to help team members achieve their goals..." Making feedback actionable is more than assigning a specific task, the task must be within the personal control of the individual to whom it's assigned. Simply stating "I empower you to..." is not actually empowerment either. As leaders we need to officially and concretely grant the authority and autonomy to the individual to accomplish the goal. To do any less is to condemn to repeated failure. We should work with the individual in advance, asking for their suggestions on actionable goals and not dismiss any simply because they are not "our way". Be open to change, and so will they.

To make feedback actionable, clearly specify what actions or changes you'd like to see, offering practical suggestions and setting clear, measurable goals. Make it personal by expressing how the behavior or action impacts you or others, and provide any necessary support or resources to facilitate improvement. Encouraging self-assessment and prioritizing key areas for change further enhance the feedback's actionability.

At Team DevOps at Kissflow, We Turn Feedback into Roadmaps 🗺️ 🎯 AIMING for progress, we shape feedback with the SMART model, charting a course for growth. 🛤️ 🔧 Providing ACTIONABLE strategies, we equip our team with tools for success and milestones for reflection. ⚙️ 🙌 Each step is met with APPRECIATION, fostering a culture where feedback nurtures ambition. 🌱 🔄 With an open hand to ACCEPT or DISCARD, we tailor feedback to empower choice and change. 💡

Es imprescindible construir desde lo positivo Hay que tener en cuenta que se escucha mejor desde el halago, desde la satisfacción de sentirse valorado. Si trabajamos desde la critica directa, desde lo que se hace mal, estamos atacando, y esto genera desconfianza. Estas juzgando, un líder, no juzga. Acompaña y ayuda a crecer, esto alimenta la confianza.

To provide positive feedback, focus on specific strengths or achievements, use optimistic language, and express genuine gratitude for the individual's contributions or actions. Encourage them to continue their positive behavior and maintain a supportive, constructive tone throughout your feedback. This approach helps reinforce good performance and fosters a positive, motivating environment.

I like to think about the best teachers I had growing up. When providing feedback, it should be approached as a teaching/learning exercise. In school, it is the teachers job to increase the knowledge of the students. That approach in leadership creates a culture that strengthens the work force. Additionally, asking questions whilst providing the feedback gives everyone a voice in the matter. I find asking questions when walking through issues often leads the employee to draw their own conclusions about the issue and helps them find a better alternative. This tends to help them correct the behaviors long term motivated by personal improvement rather then fixing them short term motivated by fear.

At Team DevOps at Kissflow, We Cultivate Positivity 🌟 👏 CELEBRATE every victory, small or big, with genuine cheer. 🎉 🌈 Sandwiching CONSTRUCTION with praise, we build bridges to excellence. 🛠️ ⏱️ Timeliness in COMMENDING ensures the flame of motivation burns bright. 🔥 🌱 Focusing on CAPABILITY, we encourage growth beyond the task at hand. 🚀

To exhibit respect in your interactions, it is essential to actively listen, giving your full attention to others, while refraining from interrupting or belittling their viewpoints. Empathize by striving to comprehend their feelings and perspectives, even if you disagree. Use polite language, employing courteous and considerate words, and be mindful of personal boundaries and privacy. Furthermore, recognizing and appreciating the contributions and ideas of others, avoiding stereotypes and biases, and handling conflicts in a constructive and calm manner are fundamental to maintaining respectful interactions and fostering positive relationships.

At Team DevOps at Kissflow, We Uphold Respect 🤝 🗣️ COMMUNICATE with empathy, using "I" statements to personalize feedback. 💬 👂 Embrace ACTIVE LISTENING to understand and validate team perspectives. 🎧 😊 Convey KINDNESS in our words, ensuring a tone of collaborative spirit. 🌟 🙌 BODY LANGUAGE that reflects support, fostering a trusting environment. 🛠️

Focus on behavior, not personality: When giving feedback, concentrate on behaviors and actions rather than personal traits or characteristics of the individual involved. This ensures that your feedback remains objective and constructive.

While it's important to point out areas for improvement, it also acknowledges what has been done well in order to maintain motivation and morale. Feedback should be a two-way conversation where both parties can ask questions, seek clarification, and engage in meaningful discussions about potential solutions.

Feedback is a vital component of leadership and personal growth. However, its effectiveness relies on both how it is delivered and received. Remember, feedback is a gift, and the receiver decides what to do with that gift. A valuable approach is: 1. Situation: Set the context. Example: “During our recent team meeting…” 2. Behavior: Describe specific actions. Example: “You interrupted colleagues and raised your voice.” 3. Result: Explain consequences. Example: “This led to disengagement and frustration.” 4. Future (or Recommendations or question): Offer guidance for improvement or ask the person what they could do differently. Example: “In the future, you mig get try active listening in meetings for a more positive atmosphere.”

Managing people is the most difficult job in the world. No two people are the same and no person is exactly the same two days in a row. Throw in the critical nature of some feedback and the task becomes exponentially harder. Knowing your team or direct reports will help build the respect needed for difficult conversations. Consistency with all members of the team will help reinforce any criticism through internal peer conversations. Be mindful that positive feedback also requires consistency. Many times a bias or favoritism will show when sharing positive feedback.