Your team member is sensitive to criticism. How can you ensure your feedback is received positively?
When offering criticism to someone who takes things to heart, it's essential to be mindful of delivery and intent. To ensure your feedback is constructive:
- Frame feedback positively. Emphasize what they do well, along with areas for growth.
- Be specific and objective. Provide clear examples and avoid personal judgments.
- Offer support for improvement. Suggest resources or mentorship to help them develop.
How do you approach giving feedback to sensitive individuals in your team?
Your team member is sensitive to criticism. How can you ensure your feedback is received positively?
When offering criticism to someone who takes things to heart, it's essential to be mindful of delivery and intent. To ensure your feedback is constructive:
- Frame feedback positively. Emphasize what they do well, along with areas for growth.
- Be specific and objective. Provide clear examples and avoid personal judgments.
- Offer support for improvement. Suggest resources or mentorship to help them develop.
How do you approach giving feedback to sensitive individuals in your team?
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Donner du feedback aux membres de l’équipe qui sont facilement touchés nécessite de la compréhension, une communication claire et un travail d’équipe. En mettant l’accent sur l’amélioration et en gardant une attitude serviable, vous pouvez vous assurer que votre feedback est considéré comme une chance de grandir, et non comme une critique. Faites en sorte qu’ils se sentent appréciés et soutenus afin que les commentaires soient moins intimidants. Parlez des commentaires en privé lorsqu’ils sont calmes et prêts à écouter, et non en période de stress.
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1. Private Setting: Opt for a private, quiet space to avoid distractions and ensure confidentiality. Choose a neutral location to minimize any power dynamics that might influence the conversation. 2. Start Positive: Begin by recognizing his positive contributions and hard work. 3. Use "I" Statements: Frame your feedback in terms of how his actions affected you or the team. For example, "I felt frustrated when..." instead of "You always..." 4. Avoid Blaming: Focus on Solutions instead of blaming. 5. Offer Suggestions: Provide suggestions for improvement to show that you believe in his ability to grow and develop. 6. Active Listening: Actively listen to his perspective. This fosters a sense of trust and open communication.
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Feedback is like a compass and map for navigating personal and professional development. To ensure that the feedback is received positively one should: 1. Acknowledge others feelings and offer encouragement. 2. Pay attention to their concerns and validate their feelings. 3. Monitor their progress and offer assistance.
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Pour ma part, Je procède en general par la critique constructive. En d’autre termes je présente les risques de la démarche, de l’attitude ou de la parole incriminée et j’en suggère d’autres sous forme de recommandations en veillant à requérir l’approbation ou les observations d’améliorations de ma suggestion à mon interlocuteur, de sorte à ce qu’il soit partie prenante à la construction de la solution. Une autres approche, c’est d’aller des conséquences (celles qui se sont manifestées ou qui pourraient se manifester) à la solution, en impliquant le collaborateur dans l’exercice de définition des approches nous permettant de se prémunir des conséquences. La méthode appelée DESK aussi est une approche intéressante en la matière.
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Para manejar a personas sensibles en tu equipo, el enfoque debe ser más que táctico, debe ser empático. En lugar de simplemente suavizar la crítica, pregúntate cómo puedes convertirla en una conversación bidireccional. Escuchar primero sus percepciones puede desarmar defensas y abrir la puerta a un diálogo real. No es solo qué dices, sino cómo los haces sentir mientras lo dices. La clave está en que el mensaje no sea percibido como un juicio final, sino como una invitación a mejorar juntos, ofreciendo herramientas prácticas y mostrando que te importa genuinamente su crecimiento.
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Giving feedback to team members who are easily affected needs understanding, clear communication, and teamwork. By emphasizing improvement and keeping a helpful attitude, you can make sure your feedback is seen as a chance to grow, not as criticism. Make them feel appreciated and supported so that feedback feels less intimidating. Talk about feedback privately when they are calm and willing to listen, not during stressful times. Vague feedback can seem personal, use examples to make it clear. Show that you understand their point of view. Give them time to think about the feedback without rushing them to respond right away. Ask for their thoughts and work together to find solutions.
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Although I don’t currently manage a team, I would approach feedback in a supportive and personalized way, adapting to the individual’s personality and needs. I would focus on highlighting strengths first, using "and" instead of "but" to suggest improvements, as it avoids creating conflict between the two. I believe that when people feel valued and understood, they’re more likely to be open to feedback. If the feedback is for one person, I would keep it private, and if it involves the team, I would share a similar example to avoid singling anyone out.
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Eu parto do princípio de que somos humanos, temos sentimentos e carregamos conosco um histórico de dificuldades enfrentadas que deve ser respeitado. Caso tenha que dar um retorno corretivo, eu converso com a pessoa particularmente em um local silencioso e sem distrações. Pontuo tudo aquilo que ela tem feito de bom e que valorizamos em nosso trabalho. Falo de minhas dificuldades e trago situações que provoquem risos. Para abordar o que a pessoa precisa melhorar, ponho o problema separando-o de um apontamento para que ela não se sinta alvo de uma crítica pessoal e que perceba que um problema deve ser tratado como um desafio colocado à mesa e que desafios fazem parte da vida de todos nós. Coloco-me à disposição para dar o suporte necessário.
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1. Cadre privé : Optez pour un espace privé et calme pour éviter les distractions et assurer la confidentialité. Choisissez un endroit neutre pour minimiser toute dynamique de pouvoir qui pourrait influencer la conversation. 2. Commencez positivement : Commencez par reconnaître ses contributions positives et son travail acharné. 3. Utilisez des déclarations au « je » : Formulez vos commentaires en fonction de la façon dont ses actions vous ont affecté, vous ou l’équipe. Par exemple, « Je me suis senti frustré quand... au lieu de « Vous toujours... » 4. Évitez de blâmer : concentrez-vous sur les solutions au lieu de blâmer.
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I find giving feedback in an informal setting rather than a board room is received better- try going for a walk or grabbing a coffee off-site! Make sure the feedback is going both ways! If you structure your feedback as all negative, the person will become automatically defensive and shut-down. Remember that it is a two-way conversation so ask for their opinion and make sure to listen to find a way to improve.
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