Extract
Feedback is a fundamental tool for the continuous improvement of organizations and the growth of the work teams that comprise them. Mutual feedback between bosses, subordinates and colleagues is a way to foster the open and honest communication required to identify deficiencies, recognize achievements and adjust course when necessary in order to improve individual and group work dynamics.
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The Importance of Positive and Constructive Feedback
Feedback is a process by which observations about a person's performance, behaviors, or results are made in order to encourage positive change and reinforce effective behaviors. In organizations, giving and receiving feedback is crucial to ensuring that all employees are aligned with the organization's objectives, work efficiently, and maintain a continuous improvement attitude.
Feedback can come from various internal and external sources:
Internally, generally comes from:
Internal project evaluations and reviews, where the results are analyzed and areas for improvement are identified.
Analysis of performance indicators and metrics, which provide objective data on individual or team performance.
Day to day situations, as everyday interactions that reveal behaviors to correct or improve.
Externally, generally comes from:
Satisfaction surveys, reviews and direct comments, where customers evaluate the service or product received.
Competitive market analysis, which allows us to identify how the company compares with the competition (direct and indirect) in terms of efficiency or innovation.
Observations from suppliers and auditors, which can point out areas for improvement in service quality or operational processes.
And in turn, it can appear in three main directions:
From boss to subordinate, when the subordinate's performance is insufficient or inadequate. For example, a manager may provide feedback to a subordinate on how to improve his or her productivity or attention to detail.
From subordinate to boss, when subordinates detect inconsistencies in management or problems in the work environment. An example could be a collaborator pointing out a lack of clarity in his superior's instructions.
Among colleagues, when differences arise regarding criteria and ways of working as a team, communicating or collaborating. A common case would be when a team member mentions how to improve cooperation in multidisciplinary projects.
Each of these dynamics presents its own challenges, but provides great opportunities to improve the organization's performance throughout its life. business journey.
1. Feedback from Boss to Subordinate: A Tool for Growth
The feedback that a boss provides to his subordinates is one of the most common forms of feedback in any work environment. This type of feedback plays a fundamental role in the personal and professional growth of subordinates, as it provides them with guidance on their performance and the company's expectations.
When a manager provides feedback, it is important that they do so in a structured and strategic manner. It is essential to prevent feedback from being perceived as a personal attack, which could generate resistance, anger or frustrations. Instead, you should focus on observable behaviors and tangible results to offer concrete suggestions; either as feedback of type:
Corrective to solve problems or behaviors that need to be adjusted to improve performance.
Example: “I've noticed that in recent weeks you haven't met your sales goals. Can we review together the strategies you are using and see how we can improve them?”
Preventive to address early signs of a possible problem.
Example: “I've noticed that you've been a little disorganized with your deliveries lately. Before this affects your deadlines, I suggest we review together how you are prioritizing your tasks.”
Dand reinforcement when good work is being done.
Example: “Your presentation to the client was excellent, especially the way you addressed their concerns. Keep it up as this is really helping us strengthen our customer relationships.”
In all of these interactions, the boss must:
Be specific, Avoid generalizations and focus on specific points.
Focus on behaviors, actions or results, not in the person.
Provide solutions, not just point out a problem.
Be timely, give feedback as soon as possible in a private and safe environment.
Maintain an appropriate balance between being critical and being motivating, recognize a strength, point out a specific area of improvement and propose a specific action that encourages both personal performance and teamwork.
Example of a Positive Boss to Subordinate Interaction
A subordinate has been managing his or her workload well, but has not been collaborating enough with other team members. The boss could say: "I have noticed that you are very efficient in managing your tasks and deliveries, which is admirable. However, I have noticed that sometimes you do not collaborate as much with your teammates. I would like you to take advantage of more opportunities to share your ideas and work together, since I think your perspective could enrich the group work. What do you think if in the next project you try to get more involved with others?".
2. Feedback from Subordinate to Boss: An Opportunity to Improve
Subordinate feedback to the boss is less frequent, since Many times subordinates feel that they do not have the power or freedom to offer honest feedback to their superiors. However, this type of feedback can be a powerful tool for improving the boss-subordinate relationship and the overall work environment.
By providing feedback, a subordinate can help Identify problems and opportunities that bosses don't see in areas such as communication, decision making, delegation of tasks and creating a healthy work environment; either as feedback of type:
Technique to offer suggestions or ideas to improve processes, technologies or team management.
Example: “I think that if we implemented short daily meetings we could improve coordination between different departments.”
Organizational to address broader issues such as lack of support, work overload or lack of resources.
Example: “Lately we have had a very high workload without enough staff, which is affecting our quality of work.”
Of improvement to strengthen communication, decision making or delegation of tasks.
Example: “Sometimes the instructions for projects are not very clear, which makes it difficult for the team to understand priorities.”
In all of these interactions, the subordinate must:
Choose the right time, when the boss is receptive and not busy with other tasks.
Be respectful and diplomatic, highlighting the positive aspects before addressing areas for improvement.
Focus on concrete facts and not on emotions or subjective perceptions, based on tangible evidence.
Propose solutions or alternatives, not just pointing out a problem.
Example of a Positive Interaction from Subordinate to Boss
A boss has been constantly rumbling and reprioritizing due to “urgencies” that come from customers and other members of the organization. A subordinate might say: "Over the past few weeks, I have noticed that instructions for projects are sometimes not clear from the beginning, causing delays. How about we organize a brief meeting before starting each project to review expectations and make sure that Are we all aligned?".
3. Feedback Between Colleagues: Strengthening Collaboration
Feedback between colleagues is one of the most important types of feedback within teams, since it enables a collaborative and constructive work environment. In many cases, colleagues are more aware of each other's daily challenges and can offer more specific and relevant suggestions or praise.
By providing feedback to colleagues, you can resolve misunderstandings, align expectations, and improve team dynamics to be more efficient, respectful and collaborative; either as feedback of type:
Professional to improve cooperation in joint projects.
Example: “I noticed that in our last meeting we didn't have enough time to listen to everyone's ideas. Maybe we could structure the time better so everyone can participate.”
Personal to address mistrust, confusions or misunderstandings that need to be resolved to improve team dynamics.
Example: “Sometimes I feel like I don't receive enough information about assigned tasks, which makes it difficult for me to complete my part of the project. Could we be clearer in the follow-up emails?”
Coordination to strengthen mutual respect and support within the team.
Example: “I wish we could divide responsibilities more equitably. “Sometimes I feel like some people take on more of the burden than others.”
In all of these interactions, we must:
Be honest, respectful and professional, so as not to escalate the possible conflict.
Focus on the problem, not the person, so as not to damage the employment relationship.
Be open to a mutual exchange of comments, especially if it is a close colleague or someone with more experience.
Resolve any tension you have at the moment, do not let these accumulate as they can become power games.
Example of a Positive Interaction Between Colleagues
A colleague lives in a state of silent resignation, with the possibility of becoming a formal resignation and flight of talent. A colleague might say: "In yesterday's meeting I noticed that you didn't have a chance to express your ideas. I'm concerned that we are missing out on valuable contributions from you. Would you like to try to coordinate so that at the next meeting there is room for you to share your ideas?".
Conclusion: Feedback as a Strategic Pillar of Continuous Improvement
Positive and constructive feedback, whether from boss to subordinate, subordinate to boss, or between colleagues, is an essential tool for development and continuous improvement within any organization. Through an open, honest and respectful communication, work teams can transform labor relations and improve individual and collective performance.
We, as possible subjects of feedback, must see it as an opportunity to learn and develop, not as a criticism. When offered and received appropriately, it becomes a powerful tool that boosts productivity, improves job satisfaction, and strengthens relationships within the team.
The next step for any organization that wants to improve its work dynamics and achieve High Performance is to foster a culture of learning and development where feedback flows in all directions and in all senses, creating an environment where each individual can reach their full potential and as a team we can identify areas of improvement, correct course when necessary and celebrate achievements to continue growing and improving.
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About Yesenia Pellegrini (Author):
Consultant at TACs Consultores, specialist in the implementation of strategic solutions and digital improvements; seeks to optimize processes and ensure the success of our clients.
About Pablo Tellaeche (Editor):
Owner and main consultant of TACs Consultores, Lecturer and University Professor; seeks to bring a true and positive Culture Lean and Digital Transformation to any company with which you have the pleasure of collaborating.
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