Veja como você pode efetivamente demonstrar apreço pelo feedback de sua equipe.

Listen actively to the feedback. Take time to take it in, but avoid the obligation to respond quickly with a complete answer and resolution. It's important to respond with curiosity and understanding rather than responding and defending. This will help manage misperceived facial expressions. Despite what is said, respond by acknowledging their time (and courage) and sharing with you directly. While you process and manage your emotions, respond with a factual response such as "That's a good point. Let me think about it some more." Or "I appreciate you bringing that up." This shows appreciation for the comment as well as your ability to accept feedback from your team.

Showing appreciation for feedback from your team is crucial for fostering a culture of openness, trust, and continuous improvement. Respond promptly to feedback, acknowledging receipt and expressing gratitude for taking the time to provide input. If feasible, personally thank individuals or teams for their specific contributions during meetings or through personal messages Whenever possible, demonstrate that their feedback has been heard and acted upon. Share updates or changes made as a result of their input. Show how their feedback has positively influenced decisions or outcomes, reinforcing the value of their contribution If feedback requires clarification or more details, reach out to the individual or team for further discussion

Unlike positive feeding, providing constructive feedback (sometimes called negative feedback) can feel a little bit trickier. The approach must be more delicate, thoughtful, and practical. Managers and employees both need to remember that the aim of constructive feedback is not to discourage but to support professional development, including: Address performance issues Sharpen skills and knowledge Improve interpersonal communication Boost team collaboration Delivering constructive feedback might feel harsh, but it is ultimately solution-driven, and it’s possible to do so without demoralizing teams. As a leader, it's crucial to guide employees in improving for future opportunities, whether about new projects or team collaboration.

To effectively show appreciation for feedback from your team: Acknowledge Promptly: Thank team members as soon as you receive their feedback. Listen Actively: Show genuine interest and attentively listen to their input. Act on Feedback: Implement feasible suggestions and communicate the changes made. Publicly Recognize Contributions: Highlight and praise helpful feedback in team meetings. Provide Follow-Up: Update the team on the progress or outcomes resulting from their feedback. Encourage Continuous Input: Foster an environment where team members feel comfortable sharing feedback regularly.

To truly show appreciation for feedback from your team, start by responding promptly. This shows you genuinely value their insights. Be specific in your gratitude, acknowledging exactly what was helpful and how it will drive improvement. When you act on their suggestions, you demonstrate that you’re not just listening, but committed to making meaningful changes. Keep the team updated on the progress and impact of their feedback, reinforcing that their voices are not only heard but valued. This approach fosters a sense of respect and collaboration, essential for a thriving team dynamic.

If you’re going to say something constructive to your boss, ask whether you can provide feedback first. This is a common courtesy, and prepares your manager for the potential of negative feedback. Once they agree to receiving feedback, preface a difficult comment by two recognitions. Presenting words of appreciation first helps managers feel like you’re recognizing their efforts, too. Then, dive into the issue at hand. Don’t describe what you’d do if you were the boss, or presume you know everything about the situation—this can cause manager defensiveness. Instead, John Baldoni, a leadership consultant and coach suggests that you frame feedback in the form of your perceptions.

To accept the team's feedback in right spirit is of paramount importance then to express gratitude by the leader for making the significant contribution by their sincere efforts is not merely a customary obligation but it should be the heartfelt thanks ! The acknowledgement of the team contribution enables to build up the trust, faithfulness and bonding between the leadership and the team. Acknowledge and be thankful to the team with warm gesture and appreciative words . A letter of credit is always long cherished. Small gifts could also be wonderful. Such gratitude promote the organisation culture of good will and acceptance.

If you notice your team giving feedback, then this is a great foundation to build upon as appreciation builds motivation, innovation, and you can start to see successors & future talent. Offer the team member who provided great feedback a one-on-one coffee chat with you to discuss their ideas in more detail and get their insights on broader company initiatives. If appropriate, try gamification eg Feedback Hackathon, or Feedback Fiesta, with a light-hearted award for fun. Ask your team for ideas & have a discussion about your ideas. Come together as a team to avoid the 'eye rolls' :) Personalise your approach to align with your team's culture & they are genuinely appreciated for their willingness to contribute to the team's success.

Celebrating your team's collaboration is crucial because it fosters a sense of being integral to the team rather than feeling like separate entities. Recognizing their contributions not only boosts overall morale but also demonstrates that their efforts are both valuable and essential to the team's success.

To show your team you appreciate their feedback, you can celebrate their contributions. This means recognizing and thanking them for their ideas and input. It could be as simple as giving a shoutout in a meeting, sending a thank-you message, or even organizing a small celebration to acknowledge their efforts. By celebrating their contributions, you show that you value their feedback and encourage them to keep sharing their thoughts with you.

Your contributions to this project have been invaluable. Thank you for all your hard work.I am so lucky to work with you because you can bring innovative ideas and a fresh perspective on the project. Thank you for your meticulous work on this project. We could not have done it without you. You have elevated this project with your hard work and great ideas. Thank you for your contributions.

Especially when it comes to expressing appreciation to leaders to whom subordinates report, there can sometimes be barriers. However, leaders face numerous issues while guiding both the Board and teams, as well as other stakeholders. A clear word of appreciation over a cup of tea/coffee or a small note written on a post-it can also be beneficial to leaders who may have vulnerabilities. Personally, I still keep heartfelt 'thank you' notes on post-its that I received.

I am so lucky to work with you because you can bring innovative ideas and a fresh perspective on the project. Thank you for your meticulous work on this project. We could not have done it without you. You have elevated this project with your hard work and great ideas. Thank you for your contributions.

I have always believed that people are the cornerstone of any success, and embracing this philosophy is crucial. Recognizing the importance of human connections makes expressing thanks both meaningful and impactful. I am a strong advocate for hand-written notes. Years ago, I demonstrated their value to leadership by referencing the book "How Full is Your Bucket" and writing each leader a personalized note, highlighting something specific they had done and its impact. At the end, I asked them to flip over the notecards in front of them. The smiles and heartfelt comments that followed spoke volumes, driving home my point. In today's fast-paced world, a hand-written personalized note remains a powerful way to show genuine appreciation.

Establishing a feedback culture offers numerous benefits for individuals and the organization. It promotes continuous learning, open communication, and better collaboration. Normalizing feedback reduces the stigma around constructive criticism, making it easier for employees to improve. This culture enhances employee engagement and satisfaction, leading to higher retention rates and motivation. It encourages innovation by creating a safe space for sharing ideas and taking risks. Leaders gain valuable insights for effective management. Finally, feedback is a responsibility, not a leisure activity, that will in help building a resilient, adaptive workforce ready to meet challenges and achieve sustained success.