Try framing questions around specific outcomes rather than generalities. For instance, instead of asking, ‘What do you think?’ ask, ‘How do you feel this approach aligns with our goals?’ It often sparks clearer, actionable insights.

The most important thing is to listen to everyone; allow everyone to feel free to speak without any pressure; sometimes we have to push the team to speak as many of them thought that their feedback is not good enough or no value or will not change anything. For me, I believe that every feedback, opinion or suggestion from anyone from the team will be helpful now or future (direct or indirect).

In my experience you need to form good communication with your team, not only when it comes to feedback but overall communication with your team. Creating an environment where members of the team feels safe to speak, they feel heard and see actions being taken based on their opinions and suggestions, strengthens the bond between you and your team. You build trust, thanks to this when it comes to feedback it will have a more positive impact. When it comes to feedback alone, take a personal approach, don't make it sound generic. When you want to create an action plan to improve certain skills or concerns, make it with the team-member, make them feel apart of this road to improvement, make everyone feel engaged.

1)Treat feedback for personal and professional growth rather than criticism and if the feedback is vague ask specific questions to understand the concern better. 2)Proactively ask you teammates for suggestions to improve collaboration. By turning feedback into actionable steps and show improvement you will not only enhance your contribution but also build a respiration as someone committed to self improvement.

Feedback, especially the tough kind, can sting—but I’ve learned it’s a powerful tool for growth if you approach it with curiosity instead of defensiveness. When I get feedback, I listen for the ‘why,’ ask questions to uncover deeper insights, and break it down into small, actionable steps. It’s not about perfection; it’s about progress. Plus, turning feedback into action doesn’t just improve my work—it shows my team I value their input and believe in growing together. The key? Stay open, stay curious, and remember: feedback is fuel, not failure. How do YOU turn critiques into wins? Let’s hear it all! 🙌

Transformar feedback em ação positiva é essencial. Aceitar as críticas como oportunidades, criar um plano para abordar os pontos levantados e manter um diálogo aberto são passos fundamentais para crescer no trabalho em equipe.

Acknowledge the feedback with an open mind and focus on improvement. Seek clarity on expectations, identify areas for growth, and create a clear action plan. Show progress through consistent effort and communication. Use the feedback as an opportunity to enhance your skills, strengthen team collaboration, and contribute more effectively.

Feedback is an opportunity to grow 🌱. If I’m struggling with team contributions, I’d start by actively listening to my team’s concerns 🤝, seeking clarity, and understanding their expectations better. I’d then implement constructive feedback to improve collaboration, foster trust, and ensure my efforts align with team goals 🚀. By taking accountability and demonstrating a willingness to adapt, I can turn this challenge into a chance to strengthen relationships and contribute more effectively to the team’s success. 🌟