Post by account_disabled on Mar 12, 2024 5:26:10 GMT -5
We see a lot of content about feedback spread across the internet, but we need to receive this information critically. Not 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 Bahamas Mobile Number List about, what do you understand that needs to be changed?” Or yet: “Message monitoring is not enough. We need monthly reports on campaign performance. Can you deliver this to us?” Being overly positive or making jokes A super 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. Direct criticism more at the person than at the work performed When we attribute characteristics to the person instead of talking about the action taken, we run the risk of falling into a personal offense, which can lead to moral harassment.
To make it clearer: just because a person did a job carelessly does not mean they are like that. The person may also feel judged and take a defensive stance, with greater resistance to making changes. This may have happened due to a problem in your personal life, for example. In other words, it is important to be careful and not assume something that may not even be true. For example, it is better to say: “I noticed that this report contains some errors” than to say “You are a person who makes mistakes when producing reports”. Not allowing the employee to also give feedback Noise in relationships between leaders and followers can occur. But care must be taken so that this does not become a problem. Therefore, it is interesting to take advantage of the feedback moment to hear whether the leader has any contribution to make to the leader. He may also be being negatively affected by something the leader doesn't even realize he does. Or you realize it, but don't think it's something that serious. To start this dialogue, you can establish communication by opening the door for the other person to also give their opinion during the conversation.
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 Bahamas Mobile Number List about, what do you understand that needs to be changed?” Or yet: “Message monitoring is not enough. We need monthly reports on campaign performance. Can you deliver this to us?” Being overly positive or making jokes A super 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. Direct criticism more at the person than at the work performed When we attribute characteristics to the person instead of talking about the action taken, we run the risk of falling into a personal offense, which can lead to moral harassment.
To make it clearer: just because a person did a job carelessly does not mean they are like that. The person may also feel judged and take a defensive stance, with greater resistance to making changes. This may have happened due to a problem in your personal life, for example. In other words, it is important to be careful and not assume something that may not even be true. For example, it is better to say: “I noticed that this report contains some errors” than to say “You are a person who makes mistakes when producing reports”. Not allowing the employee to also give feedback Noise in relationships between leaders and followers can occur. But care must be taken so that this does not become a problem. Therefore, it is interesting to take advantage of the feedback moment to hear whether the leader has any contribution to make to the leader. He may also be being negatively affected by something the leader doesn't even realize he does. Or you realize it, but don't think it's something that serious. To start this dialogue, you can establish communication by opening the door for the other person to also give their opinion during the conversation.