Post by shetu35 on May 2, 2024 14:16:08 GMT 10
So this introduction to other topics can be a good strategy to reduce some tension. 3. Summarize everything that will be said Another useful tip when it comes to giving feedback is to make a small initial briefing reinforcing all the points you will go through throughout the conversation. All this before starting the evaluation itself. In addition to reducing anxiety, this technique helps to get everyone on the same page, aligning expectations. 4. Don't be aggressive when talking about weaknesses It is important to be careful, especially in times when it is necessary to talk about the other person's weaknesses. Everyone can react differently, meaning you need to be prepared to deal with the situation. The most important thing at these times is to be sincere and have a supported narrative , through honest arguments. The best way to make others understand what they need to develop is by raising real examples that make them understand how they can improve. Furthermore, never be rude at any time, as this will only raise the mood and make the person feel offended. The language must always be clear, calm and subtle, highlighting that it is normal to have room for improvement and that everyone is ready to help with the development of the professional in question.
Start by highlighting strengths A widely used technique is to start the conversation by highlighting the employee's positive points . This is the time to talk about the moments in which the professional performed above expectations, what his best skills are and how all of this contributed to the company. By starting feedback in this way, you will be creating a favorable environment to later talk about the points to be developed without the Cayman Islands Phone Number List person feeling that they have not received any recognition. 6. Avoid comparison with colleagues An important tip is to avoid making comparisons with other colleagues throughout the conversation, as this type of attitude can end up generating envy or an atmosphere of competition. It is recommended to evaluate each person only based on their own performance and behavior, as this way unnecessary friction or accusations that the manager has “a favorite” are not generated. 7. Use real examples Whenever possible, try to use real examples to address both strengths and areas to be developed. This is important because, in this way, the professional has a clearer understanding of everything that is being discussed, as the conversation becomes based on specific cases.
Be empathetic At these times it is very important to be empathetic, that is, to be able to put yourself in someone else's shoes. Feedback is a moment that always ends up activating human defense mechanisms, therefore, as a manager you will need to be ready to put yourself in someone else's shoes and try to imagine what it is like to receive that message. To do this, it is necessary to have active listening and be able to reflect on the points raised about the person receiving the feedback. The tip is not to respond immediately if there is a lot of resistance, but rather to demonstrate understanding and return to the subject at another time. 9. Build an action plan together Finally, it is worth highlighting that each company must have its own performance evaluation model, but it is always important to end with an action plan. This means that there is no point in consistent and structured feedback if, in the end, nothing is done with the information collected. The action plan exists so that the leader and subordinate can, together, outline actions that aim to help the professional improve their strengths and develop and reinforce their strengths.
Start by highlighting strengths A widely used technique is to start the conversation by highlighting the employee's positive points . This is the time to talk about the moments in which the professional performed above expectations, what his best skills are and how all of this contributed to the company. By starting feedback in this way, you will be creating a favorable environment to later talk about the points to be developed without the Cayman Islands Phone Number List person feeling that they have not received any recognition. 6. Avoid comparison with colleagues An important tip is to avoid making comparisons with other colleagues throughout the conversation, as this type of attitude can end up generating envy or an atmosphere of competition. It is recommended to evaluate each person only based on their own performance and behavior, as this way unnecessary friction or accusations that the manager has “a favorite” are not generated. 7. Use real examples Whenever possible, try to use real examples to address both strengths and areas to be developed. This is important because, in this way, the professional has a clearer understanding of everything that is being discussed, as the conversation becomes based on specific cases.
Be empathetic At these times it is very important to be empathetic, that is, to be able to put yourself in someone else's shoes. Feedback is a moment that always ends up activating human defense mechanisms, therefore, as a manager you will need to be ready to put yourself in someone else's shoes and try to imagine what it is like to receive that message. To do this, it is necessary to have active listening and be able to reflect on the points raised about the person receiving the feedback. The tip is not to respond immediately if there is a lot of resistance, but rather to demonstrate understanding and return to the subject at another time. 9. Build an action plan together Finally, it is worth highlighting that each company must have its own performance evaluation model, but it is always important to end with an action plan. This means that there is no point in consistent and structured feedback if, in the end, nothing is done with the information collected. The action plan exists so that the leader and subordinate can, together, outline actions that aim to help the professional improve their strengths and develop and reinforce their strengths.