Here's how you can deliver honest and respectful feedback.

One of the highly effective ways of giving feedback is a thoughtful sandwich. Start with recognising a strength or positive aspect of their work. Then, clearly explain the specific behavior or area for improvement, focusing on the impact rather than personal attacks. Finally, end with encouragement and offer specific suggestions or resources to help them develop in that area. This approach highlights their value while promoting growth in a respectful and constructive way.

To deliver honest and respectful feedback: Be Specific: Focus on particular behaviors or outcomes. Use “I” Statements: Express your perspective without blaming. Be Timely: Provide feedback soon after the event. Balance Positives and Negatives: Highlight strengths along with areas for improvement. Be Empathetic: Consider the recipient’s feelings and perspective.

Feedback is critical. But it's important that feedback is well thought out, and is provided in a balanced cadence. Feedback should be a 360 effort - not only when things are negative. It takes more effort to provide feedback when things are going well, because you need to be alert and listening. Also, know your audience and understand their communication style to ensure the message is received. Often, these styles clash and a simple message is misconstrued.

Honest feedback can be delivered without criticizing anyone's personality or character. The feedback should be based on the behavior and actions.

Plan how you'll start the conversation to create a friendly and open atmosphere. Craft an introduction that expresses genuine interest in their work and positions the feedback as a chance for growth, not just criticism. One way to go about it is begin by acknowledging their work and effort. This shows appreciation and sets a positive tone for the conversation. Also, don't ambush someone with feedback, especially if it's critical. Keep in mind a private, calm space for an open conversation with the recipient(s). Example: “Thanks for putting together the presentation on sales figures. I'd love to hear your thoughts and have a conversation on how it went. Would you mind if we found a quiet conference room to chat about it?”

Schedule a Formal Meeting: Avoid High-Stress or Busy Periods: Choose a Quiet and Private Setting : Consider Your Emotional State : Balance Timing with Promptness.

Escolher o momento certo e um lugar adequado para o feedback é importante para que o colaborador receba a mensagem de forma construtiva. Realizar o feedback em grupo de colaboradores não é produtivo, já que pode gerar constrangimentos.

Soy partidario de siempre que tenga que comentar algo que pueda ser " delicado" o dificil para la otra parte hacerlo en privado. Con respecto al momento es complicado saber cuando la otra persona va a estar más receptiva, por eso creo que lo mejor es abordarlo desde un primer momento.

Timing can greatly influence how your feedback is received. Look for a moment when the recipient is most receptive—not during high-stress periods or in front of peers. Privacy is key; it allows for an open, two-way conversation without the pressure of an audience. Selecting the right time shows respect for the individual and underscores the importance of the message you're conveying. It's not just about what you say but when you say it that can make all the difference.

Importante definir cuando es importante dar un feedback, hay feedbacks que debe hacerse lo más cercano al evento o situación que se pretende abarcar, ya que surge mejores efectos tener frescos los resultados, pero también se debe definir periodos específicos donde se debe dar un feedback formal del desempeño.

STAR and STAR/AR is one of the best framework for giving and receiving feedback. Important thing while giving feedback is that receiver has to be in right frame of mind to accept feedback. If the receiver is not in right frame of mind whatever support provided by giver will seem to highlight individuals deficiency.

Being specific in the delivery of feedback is crucial for ensuring that the recipient understands exactly what they did well or what needs improvement. To provide constructive feedback we can use the Situation-Behavior-Impact (SBI) model: Situation: Describe the specific situation where the behavior occurred. Behavior: Describe the specific behavior you observed. Impact: Explain the impact of the behavior on you, the team, or the organization. By following this model, feedback becomes clear, objective, and actionable, helping the recipient understand precisely what they did, the context in which it happened, and the resulting impact, thereby facilitating constructive dialogue and improvement.

Vagueness can lead to confusion and misinterpretation. When giving feedback, be specific about what actions or behaviors need change. Avoid broad statements that can be interpreted as personal criticism. Instead, provide clear examples and focus on observable facts. This specificity not only makes your feedback more actionable but also helps the recipient understand exactly what to improve upon without feeling attacked on a personal level.

Claridad, transparencia y ser directos. Dar rodeos solo emite señales equivocas a la persona que las recibe, cuanto mas claros y directas sean las explicaciones , los ejemplos , lo que toque decir o mostrar, más fácil sera para la otra parte asimilarlo.

In encouraging a dialogue, it is crucial to be an active listener first. Before jumping in with your own thoughts, listen attentively to what the person has to say about their work. This shows respect and allows one to: 1. Ask clarifying questions: “I saw you approached this task in a certain way. Could you explain the reason for doing so?” or “Why did you feel that was the best approach?” These open-ended questions can reveal recipient’s thought process and uncover any misunderstandings. 2. Gain recipient’s perspective: By understanding their viewpoint, you can tailor your feedback to be more relevant and effective.

When we share feedback by having a conversation, that helps get the buy in from the person receiving the feedback as well. This helps them explore the problem together with you, making it an aspect for them to reach their full potential in their growth journey. It creates a safe and supportive environment, fostering growth mindset and helps you empathize with the person and understand their perspective as well.

The goal of feedback is to help the recipient move forward, not dwell on mistakes. Instead of just identifying problems, ask open-ended questions to understand their perspective. For example, “Where do you see challenges?” or “What resources do you think could help you improve efficiency?”. Work with them to identify solutions and provide them with the necessary resources to succeed.

Hacer un plan de mejora es importante después de un buen feedback, en el se deben establecer compromisos así como el apoyo y recursos necesarios que se deben dar al empleado para contribuir en su desarrollo. La posición del líder debe ser de apoyo y seguimiento.

Build a safety environment, where mistakes can became learnings and do not allow people be hard on other people, the good feedback embrace emotions and validate them, additional to the feedback framework that I like to use, a simple but effective on. Here the framework: describe the situation, the context, the impact of the action and the plan to follow.