How to give feedback to the team in a constructive way? Understand here

The leader’s job involves a series of responsibilities and functions that reflect on the performance and productivity of the team as a whole. And giving feedback to the team is one of its most important functions, since employees need parameters to know if they are doing a satisfactory job or if there are points that should be improved.

However, for many managers, this task can be challenging, as the leader does not always have the right tools to transmit the message constructively, which opens up room for misinterpretation and communication problems among professionals.

With that in mind, we prepared this content so that you can check out some interesting guidelines to give feedback to the team in a didactic and efficient manner. Read on to learn more about it!

Never criticize personally#

While the work environment is comprised of people (with all the complexities of human behavior), it’s not the place where personal differences should be brought to light.

Many managers make the mistake in this regard for the simple fact that they have no affinity with some members of the team, which is unprofessional and unethical. Therefore, it is important to highlight that a true leader does not criticize the human being, but rather the professional who is in a corporate environment, with a view to their development and the delivery of better results for the company.

View feedback as a constructive tool#

Another position that differentiates a boss from a leader is the way in which feedback is viewed. In this case, a leader understands that this is a powerful construction tool to polish employees and help them become better and better professionals.

Therefore, it is essential that, before giving feedback - whether written or verbal - the manager is well-intentioned. After all, this is a way of contributing to the improvement of the organizational environment. In other words, if the manager himself understands the importance of this resource, he will certainly be able to transmit the concept to the employees.

Abandon the “sandwich” technique#

The “sandwich” technique consists of that trick of saying something positive to pave the way for criticism, but the point is that most people have become used to it. When a conversation begins with something good, the collaborator is already preparing for the worst.

This means that this technique can make even positive feedback fall into disrepute. Therefore, abandon it so as not to confuse the interlocutors.

Be transparent#

When it comes to giving feedback, many managers are more baffled than the members who are going to receive it, and this ends up resulting in detours and metaphors that do not allow the message to be clear.

The ideal is to be as specific as possible when a behavior or behavior at work is identified, about which the leader understands that steps need to be taken.

As you could contemplate in this content, giving feedback in a constructive way is a task that requires maturity, ethics, and professionalism from the leader. In addition, it is necessary to have a broad view of the behavioral profile of each team member and the company’s needs, to arrive at the best way to convey the message.

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