Here's how you can deliver effective feedback in performance evaluations.
In the fast-paced world of IT management, performance evaluations are a critical tool for ensuring team members are aligned with company goals and are continuously improving. But delivering effective feedback can be a challenge. It's not just about listing off achievements or pointing out areas of improvement; it's about engaging in a meaningful dialogue that empowers your team to excel. Here's how you can approach performance evaluations to make them truly effective.
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Ali Farahani ✪✪ CIO Strategic PMO | Former CIO | CTO ✪ Certified Executive Coach | ICF PCC | Certified Positive Intelligence Trainer…
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Rafael Damaceno VieiraIT Manager | Head | Infrastructure | Cloud | Systems | CRM | ERP | Projects | RPA | AI | ITIL | Leadership | Technology…
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Larissa DantasCoordenadora de Suporte Técnico | GTI | Customer Success | Dados | SQL | ERP
Before you sit down for a performance evaluation, preparation is key. You need to review the employee's work over the evaluation period comprehensively. Look at project outcomes, peer reviews, and self-assessments if available. This will give you a full picture of their performance. Also, set clear goals for the meeting: decide what you want to achieve and how you will communicate it. Remember, the goal of feedback is to guide and improve future performance, not just to assess past work.
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Então, quando dou feedback durante avaliações de desempenho, foco em ser específica, usando exemplos claros e dados concretos. Equilibro os pontos fortes com as áreas que precisam de melhoria, sempre de forma construtiva e encorajadora. As avaliações são oportunas para ajustes contínuos. Sou direta na comunicação, evitando ambiguidades e me concentro em comportamentos observáveis. Além de identificar áreas para crescimento, ofereço suporte prático, como treinamentos e mentoria. Incentivo o diálogo aberto para que possamos discutir metas claras e expectativas futuras. Acompanhar o progresso e celebrar as conquistas também é essencial para manter a motivação e o desenvolvimento contínuo da equipe.
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Effective performance evaluation and feedback is a continuous ongoing process. It is not just an annual or quarterly check-in. It comprises of feedback and feedforward. It is bidirectional and it is constructively critical. Performance discussions take the form of situational, daily standups, PDCA cycles, retrospectives, 1x1, and the often-dreaded performance meetings. Performance issues - especially initiations of improvement plans - should never be a surprise. It is also important to understand that to sustainably improve performance, you have to know when to be someone's coach, cheerleader, and/or champion. Being the critic will not improve performance. Managers always must be introspective first when assessing a performance issue.
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Avalie o sucesso dos projetos nos quais o colaborador esteve envolvido. Considere o feedback dos pares, para obter uma visão completa das contribuições e comportamentos. Se disponíveis, utilize as autoavaliações para entender a percepção do funcionário sobre seu próprio desempenho. Determine o que você quer alcançar com a avaliação e prepare uma agenda clara. Planeje como vai comunicar seus pontos, tanto positivos quanto áreas de melhoria.
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Drawing from my experience at several companies, delivering effective feedback in performance evaluations is like being a sandwich artist—layer your critiques between slices of praise. Start with the positives, add constructive feedback, and finish with encouragement. This way, your feedback is both nourishing and easy to digest. Remember, the goal is to help your team grow, not leave them feeling like they just ate a plain lettuce sandwich!
When it's time to deliver feedback, specificity is your ally. Avoid vague comments and instead provide clear examples of where your team member excelled or fell short. This could include particular instances where they demonstrated strong problem-solving skills or times when their communication could have been more effective. By being specific, you help the employee understand exactly what actions led to success or need improvement, making the feedback more actionable.
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When delivering feedback, specificity is your ally. Avoid vague comments and provide clear examples of where your team member excelled or fell short. Highlight specific instances where they demonstrated strong problem-solving skills or moments when their communication could have been more effective. By being specific, you help the employee understand exactly what actions led to success or need improvement, making the feedback more actionable. This approach ensures that the employee can clearly see the path to improving their performance and maintaining their strengths.
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O feedback é um momento muito importante, e como gestor, você precisa se preparar adequadamente. Tenha as informações disponíveis em mãos e seja claro na sua comunicação. Nunca utilize expressões como "Fiquem sabendo", "Me disseram" ou "Você sempre faz assim" em uma reunião de feedback. Utilize dados e situações específicas, mencionando o dia e a hora em que ocorreram. Seja específico.
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É de extrema importância ser específico e não generalizar situações/comportamentos. Alguns exemplos práticos podem ser: - "No projeto X, você identificou e solucionou o problema de integração com grande eficiência, o que permitiu que o projeto avançasse sem atrasos." - "Durante a reunião Y, sua apresentação foi clara e bem estruturada, mas notei que houve algumas interrupções quando outros membros tentaram contribuir. Tente permitir mais espaço para discussões."
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To deliver effective feedback in performance evaluations, focus on being clear, constructive, and empathetic. Begin by preparing thoroughly, reviewing the employee's performance and specific examples. Start the conversation with positive feedback to build a positive tone. Be specific about areas needing improvement, providing concrete examples and actionable suggestions. Encourage a two-way dialogue, allowing the employee to share their perspective and ask questions. Set clear goals and expectations for future performance, and offer support for their development. End on a positive note, reinforcing your confidence in their ability to improve and succeed.
Positive reinforcement can be a powerful motivator. Start with acknowledging the successes and strengths of your team member before delving into areas for improvement. This approach not only boosts morale but also creates a more receptive environment for discussing challenges. It's essential to strike a balance between praise and constructive criticism to ensure the feedback is well-received and encourages personal growth.
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Recognizing success is a very important action in the work environment. Rewards and recognition of employee performance can motivate them, increase job satisfaction, and create a positive environment. Here are some things to consider regarding employee/team rewards: 1. Forms of Employee Recognition: - Bonuses: Provides financial incentives based on performance. - Salary Increase: Increases salary in recognition of achievement. - Certificate of Appreciation: Provides written recognition for contributions. - Vouchers or Other Gifts: Non-financial form of incentive. - Group Awards: Awarded when the team achieves certain targets. 2. Benefits of Employee Awards: - Increase Motivation - Demonstrates Appreciation - Strengthens Employee Retention
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Inicie a avaliação destacando as conquistas e pontos fortes do funcionário. Após reconhecer os sucessos, aborde as áreas de melhoria de forma construtiva. Ofereça críticas de forma que sejam vistas como oportunidades de crescimento, não como falhas. Use linguagem positiva e sugira soluções práticas.
Feedback should not just highlight problems but also offer solutions or paths to improvement. If there are areas where performance needs to be enhanced, discuss specific strategies or resources that could help. Whether it's additional training, mentorship, or a change in workflow, providing actionable advice shows that you're invested in your team member's development and success.
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Realizei treinamento de liderança, no qual essa abordagem de fornecer soluções me chamou muita atenção e compartilho as sugestões/exemplos: - Treinamento Adicional: "Para melhorar suas habilidades de programação, recomendo o curso online XYZ. Ele cobre as áreas que você está tendo dificuldade e pode ser feito no seu próprio ritmo." - Mentoria: "Eu sugiro que você trabalhe com o João nas próximas semanas. Ele tem muita experiência na área em que você está enfrentando desafios e pode oferecer orientações valiosas." - Mudança no Fluxo de Trabalho: "Vamos ajustar suas responsabilidades para que você possa focar mais nas tarefas de análise de dados, que é uma área onde você se destaca, e menos nas tarefas administrativas."
A performance evaluation should be a two-way conversation. Encourage your team member to share their perspective, ask questions, and express concerns. This dialogue can provide valuable insights into their motivations and challenges and can help you tailor your support to their individual needs. Furthermore, it reinforces the idea that evaluations are a collaborative process aimed at professional growth.
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Faça perguntas abertas que incentivem os funcionários a compartilhar seus pensamentos e sentimentos. Por exemplo, "Como você se sente em relação aos seus projetos atuais?" ou "Quais desafios você está enfrentando?" Pratique a escuta ativa, mostrando genuíno interesse no que o funcionário tem a dizer. Isso inclui fazer contato visual, acenar com a cabeça e fazer perguntas de seguimento. Crie um ambiente seguro onde o colaborador sinta-se à vontade para dar feedback, tanto positivo quanto negativo. Mostre que você valoriza o feedback agindo sobre as sugestões e preocupações expressas pelos funcionários.
Finally, feedback doesn't end when the meeting does. Set up a follow-up plan to check in on progress regarding the discussed points. This might involve scheduled meetings or informal check-ins. The follow-up reinforces the importance of the feedback and shows your commitment to helping your team member improve. It also provides an opportunity to adjust strategies as needed and celebrate improvements as they occur.
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✪ Giving and/or receiving feedback is like a double-edged sword. On the upside, when handled masterfully, it provides both sides with the opportunity to bring their relationship to the next level. Asking open-ended, curious questions and sharing honest, nonjudgemental observations creates a trusting environment that opens up hearts and activates minds. On the downside, when swayed poorly, it could damage all sides' mental, physical, and emotional well-being. There is a lot of stress and anxiety around giving and receiving feedback. This is mainly caused by fear of judgment. The antidote to fear is empathy. ✪ Cover your objective critical feedback with a warm blanket of caring and receive other perspectives from a place of gratitude.
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Performance feedback is all about providing "what" and "how" feedback to team members on how their work contributes to achieving organizational goals. It's an ongoing process, not just a yearly event. Regular feedback sessions, perhaps quarterly, allow for objective and two-way communication. Leaders can share their perspective on goal attainment ("what"), and team members can discuss their approach ("how"). This open dialogue helps identify areas for improvement and empowers team members to excel.
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