So können Sie eine erfolgreiche Feedbackschleife in Ihrem Team etablieren.

Open dialogue requires a foundation of psychological safety across the team. That, in my experience, is often built over time or through shared, impactful experiences. When starting out, however, I find the first step in building psychological safety for the team is by sharing something myself that requires vulnerability. Demonstrating my openness to doing so - and my trust in the team's ability to receive and protect whatever I've shared - helps establish the precedent the rest of the team is psychologically safe to share their candid experiences.

Conversas contínuas. Mantenha diálogos regulares com os colaboradores, seja por meio de check-ins formais ou interações informais. Alinhamento com metas O feedback deve estar alinhado com as metas de negócios e o crescimento profissional dos colaboradores. Enfrente desafios Não evite comentários difíceis; aborde-os de forma construtiva, focando no desenvolvimento futuro. Engajamento e retenção O feedback contínuo fortalece relacionamentos e melhora o engajamento, reduzindo a rotatividade. Lembre-se de que o feedback é uma ferramenta poderosa para impulsionar o desempenho da equipe.

Creating an environment for open dialogue requires trust, clear communication channels like team meetings and feedback platforms, active listening, psychological safety, training in communication and conflict resolution, and promoting respect for diverse perspectives. Leaders set the tone by being transparent and approachable, fostering a culture where all team members feel valued and heard. This environment fosters collaboration, innovation, and effective decision-making, driving organizational success and employee satisfaction.

The first step into incorporating a powerful feedback loop is to encourage your team to communicate effectively. When you give the feedback to your team members, push them to give their honest reviews or raise any concern that they have. Make them comfortable to open up and listen intently while empathising to their situation. Moreover, it's always good to appreciate their reviews and points and carefully consider their opinions and accordingly give decisions. This will make your team members feel valued as their opinions are heard and they will strive to improve better.

O feedback tem como objetivo desenvolver e proporcionar crescimento para os participantes e, neste sentido, um diálogo aberto não significa apenas "quebrar o gelo" e orientar sobre o que não fazer e o que fazer. É muito mais do que isso. É um momento de construção para o líder e o liderado. Uma rua de mão dupla que exige do líder maturidade, ausência de pré-julgamentos, receptividade, inteligência emocional e habilidade de comunicação. Um momento que o líder terá para treinar sua escuta ativa, buscar soluções conjuntas, estabelecer responsabilidades entre as partes e fechar acordos para evolução mútua. E não se esqueça de monitorar e evidenciar as evoluções com exemplos reais, reconhecendo e redirecionando as ações sempre que necessário.

Once you have given the feedback and made the necessary changes, it's time to keep an update of whether it's being followed or not. Keep weekly or bi-weekly meetings and ask the team member to take over and explain how they have worked on their feedback, what new they have tried, strategies and techniques that they have used and whether it has worked out or not. Help in increasing their analytical skills by asking them to figure out the issue and how it can be solved. This will make the feedback loop two-way and actively involve them in coming up with innovative solutions.

Check-ins regulares junto com a equipe podem e devem ser feitos para que todos possam compartilhar problemas, oportunidades, soluções, dificuldades, esclarecer dúvidas e definir ações. Uma base semanal ou quinzenal é excelente. Em situações de crise, diária. Devem ser compartilhados os desafios, objetivos, táticas, ajustes de rotas, comemorar conquistas e aproveitar para ações de reconhecimento. Isso gera engajamento e sendo de pertencimento. Deve fazer o mesmo individualmente em periodicidades que se adequem à urgência ou dentro dos acordos firmados. Mensalmente, bimestralmente ou no máximo trimestralmente. E atente para a disciplina. Ao final de um check-in já feche as pautas para o próximo.

It's essential to frame feedback in a way that encourages growth and improvement. For example, instead of saying, "You’re not good at presenting," I would say, "Here are a few techniques that could enhance your presentations." Celebrating progress is equally vital. Recognizing achievements boosts morale and reinforces positive behaviors. It creates a balanced environment where team members feel valued and motivated to continue excelling. In my experience, a combination of constructive feedback and celebration of achievements leads to a more engaged and productive team.

Giving feedback is important but the way of presenting it is also necessary. Using constructive methods to give feedback like focusing on positives first, appreciating the team's efforts and then explaining the issue. This will help in giving a strong kickstart to the meeting and keep the team members motivated to listen and change their techniques accordingly. Hence, putting forth the feedback in the most motivating way possible, helps in finishing its loop effectively and bringing visible improvements :)

Explorar na abordagem inicial é ótimo. Fale sobre suas percepções positivas, evidencie com fatos. Pergunte qual a opinião do outro e em seguida direcione para o que ele acredita que possa melhorar, porquê e peça exemplos de situações. Obterá insumos para identificar a melhor condução. Muitos trarão a tona o que você queria pontuar. Caso contrário, cite fatos e sua percepção sobre as oportunidades. Ouça a opinião do outro, com atenção e respeito. Reforce as qualidades que podem ajudá-lo a melhorar e como você contribuirá. Peça feedback, receba, agradeça e reflita depois. Feche acordos, prazos e encerre de maneira positiva, motivadora, gerando vínculo. Acreditar que é possível melhorar é a base da gestão e desenvolvimento de equipes.

A feedback loop can be covered and completed, it's vital for a manager to offer and recognise great insights. Do your own research and analysis to understand the situation and note down potential solutions that can be used. Discuss this with your team members, encourage them to give their suggestions as well and at the end, close the meeting with a set agenda and target. It is important for you to know that your team will heavily dependent on you for guidance hence make sure to carefully go through each suggestion and give the best solution. The better the insight is, the more effective your feedback loop will turn out to be :)

For feedback loop to finally end and be closed, it's vital to keep following up on the team's progress. Arrange weekly or bi-weekly meetings with your team and ask them to take the meeting ahead, explain the updates and progress, if the new solutions are working out and whether there are new issues that have risen. Discuss with them about any new changes that needs to be done, implement accordingly and this way close the feedback loop. Evaluating progress and understanding how the improvement is happening and finding opportunities to move ahead is the best way to get the desired outcomes :)

At the end, it is extremely important to appreciate the efforts of your team. It can be challenging and extremely time-consuming to understand feedbacks, plan new strategies, do plenty of iterations and keep improving till they find a niche. All of this requires sheer hardwork and dedication, which your team has diligently shown. Make sure to acknowledge their work, award them with small rewards and give them recognition among authorities. This motivates the team members, make them feel valued and respected and spark them to achieve greater heights :)