How to give constructive feedback?

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Understanding what constructive feedback is isn't enough to offer it, is it? To be able to communicate your assessment of someone's performance in a healthy and encouraging way, you need to prepare. It's not enough to have good intentions. Whoever is going to offer feedback needs to plan how they will communicate, think about the best time to do so and anticipate some improvement strategies to suggest. For example: in general, it is preferable to offer feedback individually, whether in person or in 1:1 meetings, rather than doing it publicly – among other people or in a WhatsApp group. In some cases, especially if it's just to adjust some details, it's worth sending an email or another form of written communication that respects both parties' privacy. If in doubt, a good tip for creating ideal feedback is to activate empathy . Think: How would I like to receive this feedback? In what way, in what environment and under what circumstances would I feel safer and more comfortable listening to these criticisms and suggestions for improvement? Based on this reasoning, the chances of being able to offer constructive feedback greatly increase! Even so, we are different to each other.

So it's worth asking how each professional would like to receive your feedback. This shows concern for the other person and is, in itself, an empathetic attitude. Below, see some actions that we should not take when offering constructive feedback. Main mistakes when giving constructive feedback We see a lot of content about feedback spread across the internet, but we need to receive this information critically. Not DM Databases everything that is said is really valid in practice, nor does it fit in all situations. Adapting the guidelines, observing the context, is essential. Let's look at some common mistakes when offering constructive feedback. Turn it into destructive feedback Generally, public communications, with aggressive words and without objective guidance on how to improve do not result in growth. Attitudes like this affect self-esteem and can compromise the mental health of the professional and the entire group. Being in an environment where this happens is extremely negative for productivity, but above all for people's emotional stability.



This is the type of action that must be eradicated and urgently! Not telling employees what is expected of them Good feedback contains guidance on what needs to be transformed and what results are expected from the professional. This alignment of expectations makes all the difference and increases mutual understanding. This needs to be communicated objectively and one way to ensure that there is understanding is to ask questions after instructions. See an example of objective language for feedback moments: “Based on what we talked about, what do you understand that needs to be changeper important characteristic of constructive feedback is that it needs to be sincere . Giving praise or positive comments just out of fear of having difficult conversations doesn't help at all. Using jokes to comment on a situation is also not a good way to lighten the environment. It is better to use a serious tone and prefer words and attitudes that show respect for others than to make jokes or pranks that disrespect the feelings of the listener or another person involved in the situation.