Your team needs constructive feedback to improve. How can you avoid demotivating them?
To foster improvement without dampening spirits, focus on delivering feedback that’s both actionable and supportive. Here are some key strategies:
What strategies have you found effective for giving feedback? Share your ideas.
Your team needs constructive feedback to improve. How can you avoid demotivating them?
To foster improvement without dampening spirits, focus on delivering feedback that’s both actionable and supportive. Here are some key strategies:
What strategies have you found effective for giving feedback? Share your ideas.
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Dar feedback construtivo é essencial para o desenvolvimento profissional e pessoal, mas é importante fazê-lo de maneira adequada para evitar desmotivar a equipe. Segue algumas dicas para dar feedback construtivo sem desmotivar: Foque no comportamento, não na pessoa: Em vez de dizer "Você é preguiçoso", diga "Você não entregou o relatório no prazo". Seja específico: Em vez de dizer "Você precisa melhorar", diga "Você poderia melhorar a organização do seu relatório". Use o "sanduíche de feedback": Comece com um elogio, depois dê o feedback construtivo e termine com outro elogio. Ouça atentamente: Dê à pessoa a oportunidade de explicar o seu ponto de vista. Seja positivo: Foque nas coisas que a pessoa fez bem e no que ela pode melhorar.
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To add to what’s already included in the default answer- 1. Focus on the problem to solve and what that needs and not on what the team needs to improve. When the subject is not the team, they receive feedback better. 2. Listen and adapt your feedback if needed.
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1. Start with genuine praise for what they’re doing well, then discuss areas of improvement as opportunities for growth. 2. Frame feedback around actions or results, avoiding personal judgments. For example, “The report could use more data analysis” instead of “You’re not detail-oriented.” 3. Don’t just highlight problems—provide specific steps or suggestions for improvement, and express confidence in their ability to succeed. Constructive feedback should empower, not discourage. Keep it balanced, respectful, and solution-focused.
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I would approach feedback by framing it positively, starting with the team’s strengths before addressing areas for improvement. To ensure effectiveness, I’d make feedback actionable and closely tied to clear goals. Involving the team in solving challenges is key—I’d empower them to take ownership of both the feedback and their growth. Transparency, openness, and availability are critical to building trust and fostering collaboration. Expressing confidence in their abilities and offering ongoing support would be central to their success. Along the way, I’d celebrate small wins to keep the team motivated and engaged as they work toward improvement.
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