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Como dar feedback construtivo aos colaboradores sem gerar ressentimento?

Como dar feedback construtivo aos colaboradores sem gerar ressentimento?

10 de outubro de 2016

O feedback revela os pontos positivos de uma pessoa ou grupo e lhe dá oportunidades de melhoria. Ele tem a finalidade de aprimorar o desempenho das equipes, fazendo-as evoluir, e, consequentemente, contribuindo para evolução da empresa. No entanto, mesmo que bem-intencionada, essa prática pode causar mal-entendidos se não for realizada corretamente.
Cabe à liderança estabelecer um processo de feedback honesto e construtivo. Neste post, você vai conferir algumas dicas e descobrir como dar feedback sem gerar ressentimentos. Acompanhe!

A importância do feedback

O feedback se caracteriza como uma prática de extrema importância para o crescimento dos profissionais e o desenvolvimento das empresas. A partir do feedback, as lideranças podem qualificar o desempenho dos colaboradores, destacando aquilo que merece ser elogiado e apontando as práticas que precisam de mais atenção.
Esse momento deve ser sincero e depende de alguns princípios, como a objetividade e a clareza no que será comunicado. Além do muito básico como:

Encontrar o local ideal

Antes de iniciar o feedback, encontre um lugar reservado e calmo para que a conversa aconteça sem interrupções. Evite espaços com movimentação intensa de pessoas. O local deve inspirar confiança e segurança.

Manter a tranquilidade

Respire fundo e fale sempre com um tom de voz baixo e tranquilo. Durante uma sessão de feedback, o colaborador pode ter um rompante de raiva ou até chorar. Esteja preparado e, caso isso aconteça, continue firme e focado.

Ser claro e objetivo

Tenha em mente o motivo do feedback. De nada adianta chamar o colaborador para uma avaliação de desempenho se você não sabe o que falar. Caso precise, anote os tópicos que direcionarão a conversa e evite fazer muito rodeio sobre algum assunto. Procure apresentar primeiramente os pontos positivos para, então, falar sobre aquilo que deve ser mudado.

Falar olhando nos olhos

O feedback ideal acontece pessoalmente. Evite repassar esse tipo de informação por e-mail ou telefone. Falando cara a cara você evitará mal-entendidos e interpretações duvidosas. Essa atitude demonstra que você se importa de fato com a evolução dos colaboradores e da equipe.

Ter um plano de ação

Ao avaliar os pontos negativos de um colaborador, tenha em mente que cabe a você, como líder, indicar os caminhos para que ele desenvolva resultados mais positivos. Tenha um plano de ação e estabeleça prazos para que essas mudanças aconteçam.

Abrir espaço para diálogo

Não fale sozinho durante o feedback. Deixe que o colaborador faça comentários sobre seus apontamentos. Escute o que ele tem a dizer e faça anotações sobre o que considerar importante. Essa é uma oportunidade de estreitar as relações com seus liderados.

O feedback sem mágoas

Quando bem aplicado, o feedback transforma as relações e a motivação das equipes da empresa. Para dar feedback sem gerar ressentimentos, é preciso ficar atento a alguns fatores. Acompanhe a seguir nossas dicas:
Verifique se o combinado foi cumprido e foque em ações concretas;

  1. Certifique-se de que o colaborador entenda que não teve uma atitude adequada ou que não entregou o combinado;
  2. Explore os acontecimentos que levaram ao feedback;
  3. Conduza o colaborador para uma análise aprofundada, perguntando o que causou tal comportamento;
  4. Gere uma reflexão sobre as consequências dessa atitude;
  5. Demonstre interesse em entender e aprender junto com a situação;
  6. Deixe claro que o seu foco é ajuda-lo a melhorar profissionalmente;
  7. Monte, junto com o colaborador, um plano de ação, para interromper uma prática ruim ou incentivar uma boa conduta;
  8. Pergunte para o colaborador, o que ele pode fazer de diferente para mudar a situação atual;
  9. Peça para que ele entregue esse combinado escrito ou por e-mail na mesma semana;
  10. Combine um sistema de feedbacks, apontando quando será a próxima conversa;
  11. Continue acompanhando o desempenho do colaborador e esteja disposto a ajudá-lo nessa evolução.

Lembre-se de conduzir o colaborador para uma análise profunda- pergunte o que levou a acontecer, quais foram as causas, o que estava pensando , quais foram os primeiros passos, as consequências, se ja tinha feito antes e o que aconteceu, o que precisaria para fazer diferente (deixe claro que quer entender e aprender junto com a situação e seu foco é ajudá-lo a melhorar profissionalmente.
Depois que entendeu o processo do pensamento, as crenças e como tomou a decisão e descobrir as causas e efeitos vá para terceira etapa que é o plano de ação – escreva junto o novo plano de ação – isso significa interromper um padrão. Pergunte o que fará diferente, qual nova crença, qual será a nova estratégia e peça para entregar por email na mesma semana para melhor acompanhamento.

Avalie o feedback

Depois de uma sessão de feedback, avalie o desempenho da conversa. Ela foi boa? Vai trazer resultados? O que você sentiu por parte do colaborador? Houve clareza nos pontos levantados? Essas são algumas das perguntas que direcionarão uma análise mais profunda do momento.
Agora que você aprendeu como dar feedback aos colaboradores sem gerar ressentimento, curta nossa página no Facebook e fique por dentro dos conteúdos exclusivos que publicamos!



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