As we mentioned, there are different types of feedback that can be applied by companies and encouraged in their culture.
We often think of feedback as a top-down, hierarchical assessment, provided by leaders to their leaders.
But that's not how feedback culture should be, at least it's not mandatory.
Your organization and YOUR HR DEPARTMENT MUST CHOOSE THE BEST WAYS TO PASS EVALUATIONS FOR EMPLOYEES (AND LEADERS TOO, OF COURSE!).
How about you check out some of the boys? Come on, come on, come on
Positive comments
Positive feedback is one of the types that is distinguished by the tone of the conversation. It is intended to praise the work done.
In this way, it is possible to improve the employee's relationship with the company and its objectives, since it shows that their work is appreciated and their efforts are recognized.
This is a great way to motivate employees as well as reinforce their behaviors.
Be very careful, though: never overuse positive feedback, as it can lead to employees feeling less challenged in their role.
Examples of positive comments
Rodolfo, who has just joined the team as a sales croatia whatsapp data assistant, made his first commercial proposal for a new client.
The good news is that the launch was so good that it convinced the customer to buy from the company!
At this point, their leader, after closing the deal, calls Rodolfo for a conversation and personally congratulates him on the work.
In addition, its leader also highlights some positive aspects in the proposal that made the client's eyes shine, hijacking the business.
Negative comments
Negative feedback is also based on tone, but it's the kind of evaluation people don't like to hear.
Especially because it is a conversation where work weaknesses are highlighted.
However, as we speak, it is an assessment in which the tone must be very well thought out, in which the corrective inclination must prevail.
After all, passing the point can cause a feeling of devaluation in the employee, making you feel attacked.
Examples of negative feedback
In the second proposal that Rodolfo developed, he ended up not trying to go into some details and the playing field did not attract the potential client.
That is, the company lost the sale.
His leader called him back for a private conversation, in which he explained his poor performance and that X points of his proposal were detrimental to the business.
Furthermore, the leader asks Rodolfo to explain his proposal, detailing the reasons for making it that way.
The result was a proactive discussion, culminating in a detailed action plan to avoid these mistakes in the future.
Constructive feedback
Constructive feedback is an analysis focused on the work and not the person.
The content varies: it can be imbued with positive and negative points, with the aim of helping the professional to develop in the best way.
After all, constructive feedback is created based on observations made about the employee's performance and results.
It is a better assessment when it is based on a specific point to be shared with the individual, and that benefits him directly.
Example of constructive feedback
Since our last conversation, Rodolfo's work has improved exponentially, but it still needs to be improved in some ways, such as prospecting for clients.
To help Rodolfo, his leader organized a meeting to discuss these points.
In it, he tells you how satisfied he is with his progress, rating his best deliveries.
In addition, it also highlights some disadvantages and opportunities for improvement, sharing tips and advice on how to improve in these aspects.
Personal comments
Personal feedback has a more informal perspective, marked by the moment and the objectivity of the message.
It is usually applied when there is recognition (whether positive, negative or constructive), in private conversation or even in front of coworkers.
One of the goals is to highlight an aspect of the employee's performance, so that it remains in your memory.