Giving feedback

It is not about how the person is, but how it does make us feel and how affects the company

• Feedback must be a team culture
• Structure your feedback: strengths, improvement areas, strengths
• Talk about real facts, determinated actions, instead on judgements and reproaches.
• Do not use adverbs that imply objective judgement, such always, never, late, etc
• Talk slowly and with a normal tone
• Comment the current situation, define an action and propose an expected result
• We have to present them facts and ask why is that happening
• Avoid discussions that get nowhere
• Ensure all treated points are clear
• Comment agreed conclusions at the end of the session
• How do you like to receive feedback?
• Radical candor: direct feedback