Your team is struggling with performance. How can you provide feedback that motivates them to improve?
When your team's performance slips, motivating them with constructive feedback can turn things around. Here's how to provide feedback that drives improvement:
What strategies have you found effective in motivating your team?
Your team is struggling with performance. How can you provide feedback that motivates them to improve?
When your team's performance slips, motivating them with constructive feedback can turn things around. Here's how to provide feedback that drives improvement:
What strategies have you found effective in motivating your team?
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When a team struggles with performance, it often reflects deeper, unconscious dynamics at play. My motorsport background has shown me the value of cohesion and communication. At Synthosys, we use our 4C model to enhance feedback within team dynamics, strengthening the unspoken bonds that drive collaboration. By uncovering hidden patterns and aligning individual strengths with shared goals, we transform challenges into growth opportunities.
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To motivate your team to improve performance, provide feedback that is constructive and encouraging. Start by acknowledging their strengths and contributions, which fosters a positive environment. Use specific examples to illustrate areas for improvement and frame these as opportunities for growth rather than shortcomings. Encourage open dialogue by asking for their input and suggestions, making them feel valued and involved in the process. Set clear, achievable goals and offer support, whether through resources or training. Finally, celebrate small wins to build momentum and reinforce their progress. Remember, the aim is to inspire, not criticize — after all, a little motivation can turn performance around faster.
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To motivate my team, I provide feedback that is constructive, specific, and focuses on growth. I highlight their strengths and acknowledge efforts, pairing them with actionable suggestions for improvement. I encourage open dialogue to understand their challenges and foster a supportive atmosphere. By showing confidence in their abilities, I inspire them to push forward and excel.
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Focus on specific behaviors and outcomes, and offer actionable suggestions for improvement. Providing feedback that motivates improvement is a delicate art. It's about finding the right balance between being honest and being supportive. By framing your feedback as an opportunity for growth and offering constructive criticism, you can empower your team to reach their full potential. Remember, the goal of feedback is to help, not to hurt. Be clear, be direct, and be respectful.
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I have personally found that performance is affected by the following, current economic conditions, personal issues, team environment, product knowledge & mindset. Understanding the cause is your first point of call. Make sure that you are equipped in all areas of concern to address the issue effectively and come from a place of strength, support and understanding. Have consistent check-in's once you have addressed the issue and re-visit your targets on a weekly basis to ensure your team is on track. Speak factually and with a positive attitude. I personally don't believe that criticizing is an effective method. Not achieving target is a fact and should not be taken as a criticism.
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Often, leaders attempt to support their teams during tough times by asking for input on the best way forward. However, I view this as a common misstep. Asking a struggling team to provide strategic direction is similar to asking a wounded soldier for a battle plan—expecting them to set aside their own challenges and push forward with renewed energy. Instead, here’s my suggestion: embrace failure as a learning experience & celebrate it with your team. Host a gathering to lift spirits & let them know, setbacks are part of the journey. This practice often works remarkably well, reigniting motivation & creating a readiness to rise and run again. Afterward, collaboratively outline a plan, breaking the goal down into smaller, achievable targets.
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1. Start with Positive Reinforcement - Show Appreciation , Acknowledge strength. 2. Give Constructive & Specific area of improvement. 3. Give support & check if more resource is required - Provide tools & Training. 4. Promote open communication culture - encourage questions & feedbacks, understand the perspective of team and plan Action accordingly.
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