Here's how you can make your feedback specific and actionable.

?Situation?Task?Action?Result :Once you know the result find out the GAP.Aim of the feedback is to close this GAP. Feedback is a GIFT : Given to the person with permission & not about the person: look beyond the limitations: see how the individual/ team can level up & move up because what got you here; can't get you there! Intention is always to GROW : Goals being SMART : Specific| Measurable | Actionable & Achievable | Realistic | Timebound. Ownership+ Responsibility + Accountability & motivations to do it! Feedback is always targeted for the success of the cohort! From Volatility to Vision ^ Uncertainty to Understanding ^Complexity to Clarity & Ambiguity to (Learning) Agility! Learn ^ Unlearn ^ Relearn & Have the passion & make it happen!

In fact, if you're thinking about goals when you're about to give feedback, you're too late You'll have to start over, and this time start with your goals. Goals should be SMART - Specific, Measurable, Achievable, Relevant and Time-bound

When giving feedback, aim for specificity and actionability. Instead of saying "good job," try "Your presentation was clear and engaging; maybe incorporating more real-life examples could enhance it further." This way, the recipient knows exactly what to work on for improvement.

From my experience, setting clear goals has been very important for making feedback specific and actionable, especially in the automotive industry. For example, when I aimed to improve vehicle sales, feedback focused on areas like customer engagement, negotiation techniques, or marketing strategies, which proved immensely beneficial for driving results.

✅ Definir metas claras é fundamental para garantir que o feedback seja relevante e eficaz. Ao alinhar o feedback com os objetivos predefinidos, torna-se mais fácil para o receptor entender como suas ações contribuem para o sucesso do projeto ou desempenho específico.

Before diving into feedback, it is crucial to understand the context. It enables feedback providers to define goals that are clear, relevant, realistic, and supportive, ultimately enhancing the effectiveness of the feedback process and facilitating meaningful growth and improvement. For example, if an employee's performance is being evaluated, knowing the specific circumstances surrounding their work can help both the feedback giver and receiver understand the reasons behind certain behaviors or outcomes.

- Clarify Objectives: Before providing feedback, clearly define what success looks like for the task or behavior in question to align expectations. - Relevance to Goals: Ensure the feedback directly relates to specific goals or objectives, making it clear how the advice helps in achieving them. - Future Focus: Frame feedback in a way that focuses on future improvements rather than past mistakes, guiding the recipient towards desired outcomes. - Measurable Targets: Include measurable targets or benchmarks in your feedback to help track progress and make adjustments as needed.

When providing feedback, focus on being specific and actionable to ensure its effectiveness. Start by clearly identifying the behavior or performance you're addressing, providing concrete examples to support your points. Then, offer specific suggestions or recommendations for improvement, outlining actionable steps that the individual can take to address the feedback constructively. By providing clear and actionable feedback, you empower the recipient to understand exactly what they need to do to enhance their performance or behavior.

Specific and actionable feedback involves pinpointing behaviors with examples and offering constructive suggestions. Goals provide clarity, motivation, and direction, guiding efforts, measuring progress, fostering alignment, and facilitating adaptation and improvement. They enhance focus, engagement, coordination, and evaluation, essential for individual and organizational success.

Less theory, more cases! The best feedback is one that contains many real-life examples. Provide examples of specific employee actions and clearly explain the consequences of these actions.

I would say to focus on providing detailed observations rather than general statements. You should use specific examples to illustrate points, highlight behaviors or actions that need improvement or reinforcement, and offer clear suggestions for next steps or changes. This approach helps the recipient understand exactly what they need to do to improve or maintain their performance.

Instead of merely highlighting the issue, provide actionable suggestions for improvement. Be specific and offer practical solutions or alternatives that the recipient can implement.

💡 Ser específico ao fornecer feedback é essencial para garantir que as áreas de melhoria sejam claramente identificadas. Ao mencionar aspectos específicos, como a clareza dos slides ou a entrega da mensagem, o receptor pode concentrar seus esforços na correção de pontos-chave.

- Detail Specific Actions: Identify exact behaviours or actions that need improvement, avoiding general statements to ensure clarity. - Use Examples: Provide specific examples from recent work to illustrate your points, making the feedback concrete and understandable. - Clear Language: Use clear and straightforward language, avoiding jargon or ambiguity that could confuse the recipient. - Direct Recommendations: Offer direct suggestions for how to improve, making it easier for the recipient to act on the feedback.

To make your feedback specific and actionable, clearly define what was done well and where improvements can be made. Use direct examples to illustrate your points, and ensure each piece of feedback relates directly to observable actions or outcomes. Encourage a forward-looking approach by suggesting concrete steps or methods to address the areas needing improvement. Reinforce the positive aspects to boost confidence and commitment to continuous improvement. Each piece of feedback is a seed for growth, guiding us closer to our collective potential. Embrace these moments with openness and optimism.

To give effective feedback, you need to be specific about the "why" behind it. Simply stating that you don't like the color green won't be very helpful. Instead, focus on the strategic reasoning behind your feedback and why it's crucial for achieving the goal of your project. Keep it objective and rooted in the strategy to ensure it's constructive and actionable.

Turn the solution proposal into a brainstorming session, offer several solutions and make it clear that you are ready to accept counter thoughts and ideas of the employee

- Problem-Solving Approach: Instead of just pointing out flaws, offer practical solutions or alternatives to address the issues raised in the feedback. - Collaborative Problem-Solving: Encourage dialogue and collaboration by inviting the recipient to brainstorm solutions together, fostering a sense of ownership and commitment to improvement. - Tailored Recommendations: Customize solutions to the individual's strengths, weaknesses, and preferences, ensuring they are realistic and feasible to implement. - Follow-Up Support: Offer ongoing support and guidance to help the recipient implement the suggested solutions effectively, fostering continuous growth and development.

Offering solutions alongside feedback transforms criticism into constructive guidance, empowering recipients to make tangible progress. By providing actionable suggestions, you help individuals address areas for improvement effectively, fostering growth and development within your team or organization.

A person works best on ideas that he or she comes up with! Encourage dialogue and let the employee come up with solutions. Don't interrupt and listen to all his thoughts and ideas. If the idea has already been tried and proven not to work, explain with an example

Encourage brainstorming and the exploration of alternative solutions. Together, consider different approaches or strategies that could address the identified areas for improvement. This collaborative problem-solving approach fosters engagement and ownership.

- Invite Response: After providing feedback, encourage the recipient to share their perspective or any concerns, fostering a two-way communication. - Open Questions: Use open-ended questions that prompt reflection and discussion, such as "How do you feel about this feedback?" or "What do you think could be done differently?" - Active Listening: Show that you are actively listening by summarizing their responses and asking follow-up questions, validating their feelings and thoughts. - Collaborative Atmosphere: Create an atmosphere where feedback is seen as a collaborative effort towards improvement, not a critique, enhancing the recipient’s engagement and openness to change.

From experience, it is best to have the employee write the summary of the meeting himself, but remember: Ideas without a plan are worth nothing, a plan without control is worth even less The result of the feedback should be a plan with tasks, deadlines and expected results, let the employee write the results of the meeting himself, this way you will be sure that you both understand and see the situation in the same way and you have a clear action plan

During a follow-up discussion, work together with the recipient to set specific goals and targets for improvement. These goals should be measurable, time-bound, and aligned with the desired outcomes discussed in the initial feedback.

- Schedule Follow-Up Meetings: Set specific dates for follow-up meetings to discuss progress on the feedback provided, reinforcing commitment to continuous improvement. - Monitor Progress: Keep track of specific changes or improvements since the feedback was given, noting any positive developments or areas that still need attention. - Adjust Strategies: Be prepared to adjust or refine strategies based on the outcomes observed, showing flexibility and support for ongoing development. - Recognize Achievements: During follow-up, acknowledge any progress or improvements made, providing positive reinforcement that encourages continued effort and growth.

Even at a meeting to dismiss an employee, you can find positive aspects of his work So at the feedback meeting there are even more options to find a positive words Prepare in advance and find the positive moments, stay positive, only on the positive can you make constructive and achievable plans Prepare in advance and find the positive moments, stay positive, only on the positive can you make constructive and achievable plans

From experience, even if feedback is supposed to be written, according to company rules, it is better to give additions personally to the employee. Indicate positive qualities and areas of growth, define goals, what to strive for, as clearly as possible. What you want to achieve, set a date and metrics for achieving the goal. Offer assistance at checkpoints Following the meeting, you need a roadmap or plan with tasks and deadlines

First thing to consider before giving any instructions or feedbacks is whether your expectation for the performance is clear enough. Scroll back from the desired result, then provide clearly steps and expectations at each of them.