It is really a tough assignment to give feedback to a team member who has not been doing well lately. The content of feedback is not important at this critical juncture but the mode of delivery is. It is more a game of psychology and mind play than cold logic and statistics. To begin with, counseling of such a member should be carried out in a soothing ambience where his level of receptivity will be quite high. By sharing with him our own similar experiences of professional struggle will alleviate bitterness of his setbacks, preparing him to receive our constructive feedback in a state of relaxed attentiveness. Instead of feeling low, he will be galvanised to concretise our solutions and suggestions to realise the organisational goals.

Start with highlighting what your team member is doing well before diving into areas of improvement. Frame feedback as opportunities for growth, not failures. Be specific and offer guidance on how to improve, while reassuring them that you're invested in their success. This builds trust and motivation.

Entendo o feedback como a mais poderosa ferramenta a ser utilizada para o desenvolvimento humano. O feedback positivo deve ser visto como algo além do "elogio pelo elogio", isso é apenas bajulação. O verdadeiro feedback traz um senso de justiça e quando devidamente aplicado serve como um norte para toda a equipe, mostrando qual o caminho a ser seguido. Por outro lado, o feedback de desenvolvimento não pode ser apenas a "crítica pela crítica". Como o próprio nome já diz, o principal papel dele é DESENVOLVER. Quando bem aplicado, ele não aponta simplesmente os erros, ele mostra a direção. Obs: o feedback é sempre sobre a ação/comportamento e nunca sobre o indivíduo.

Giving constructive feedback is an important and delicate skill, as no one enjoys being criticised. Here are some key points to keep in mind: Preparation: Consider what matters and what is trivia. Are you the right person to give this feedback? Have you ensured the recipient is ready to receive it? Context: Where and when will you provide the feedback, and will the recipient be in the right mindset to absorb it? Engagement: Show that you are genuinely engaged in the conversation, not merely reciting a script. Delivery: Prioritise understanding the other person before seeking to be understood. Asking open-ended questions can help. Follow-up: Make it clear that you are committed to supporting their development.

Giving feedback in a way that inspires rather than demoralizes involves a thoughtful and supportive approach. Start by framing your feedback positively, highlighting the team member’s strengths and contributions before addressing areas for improvement. Be specific about what needs to change and provide clear, actionable suggestions. Use “I” statements to express your perspective, such as “I noticed” or “I think,” to avoid sounding accusatory. Encourage a two-way conversation by asking for their input and understanding their challenges. Offer your support and resources to help them improve. By focusing on growth and collaboration, you can motivate your team member and foster a positive development environment.