Here's how you can provide growth-promoting feedback to your subordinates in an administrative role.

Understanding a task is a big success for Admin, Getting positive feedback from subordinates in admin role its a big motivation for Employee..

Définir des objectifs clairs et réalisables pour vos sessions de feedback est essentiel. Cette clarté transforme le feedback en un guide vers le succès

To provide growth-promoting feedback to subordinates in an administrative role, focus on being constructive, specific, and supportive. Start with positive observations to build confidence, then address areas for improvement with clear, actionable suggestions. Use examples to illustrate points, and frame feedback as opportunities for development rather than criticism. Encourage open dialogue, allowing subordinates to ask questions and express their thoughts. Set realistic goals and provide resources or training to help achieve them. Regularly follow up to track progress and show continued support. This approach fosters a positive environment that motivates and empowers subordinates to grow and excel.

Promoting feedback to subordinates in an administrative role fosters growth and a culture of continuous improvement. I create open communication channels, listen actively, and provide constructive guidance, empowering team members to take ownership of their development. This collaborative approach enhances individual performance and strengthens our team's ability to deliver exceptional hospitality and leadership.

Clearly define the goals and expectations for each subordinate. These objectives should be specific, measurable, attainable, relevant, and time-bound (SMART). Setting clear objectives provides a roadmap for your subordinates to follow and helps them understand what is expected of them. This clarity reduces ambiguity and aligns their efforts with organizational goals. Implementation: -Define Roles: Clearly articulate the responsibilities and expected outcomes for each role. Set Milestones: Break down long-term goals into short-term targets to track progress effectively. Use SMART Criteria: Ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound to provide clear direction.

One thing I have found helpful is the 'sandwich feedback method'. Start with a positive feedback, then provide constructive criticism, and end with another positive comment. This helps cushion the feedback and makes it easier to accept.

A confiança é criada a partir do momento em que você dá oportunidade, dá espaço para que o colega exponha suas ideias. Mesmo que inicialmente não seja acatada. Demonstração de gratidão e interesse fazem com que a pessoa se sinta parte daquilo.

Build a relationship of mutual respect and trust with your subordinates. Trust is foundational for effective communication and feedback. When subordinates feel trusted, they are more likely to take initiative, share their ideas, and be open to feedback. Fostering trust involves being consistent, reliable, and transparent in your interactions. Implementation: Be Transparent: Share relevant information and decisions with your team to build trust and keep them informed. Show Empathy: Understand and respect their perspectives and challenges. Acknowledge Efforts: Recognize and appreciate their contributions and efforts regularly.

Trust is everything; without it, ensuring success in the organization is impossible. Showing others how you positively deal with conflict, setbacks, or tough circumstances will encourage trust.

Acho interessante essa questão da confiança com os colaboradores da equipe, pois como, geralmente, passamos mais tempo no trabalho do que em outros lugares. Assim, acredito que construir laços de confiança com a equipe é primordial para um melhor relacionamento profissional e, com isso, melhor recebimento de feedback por parte dos seus subordinados. Parece ser melhor recebido o feedback que começa com motivação e elogios, apesar de a motivação vir de dentro de nós, você acaba criando um ambiente propício à uma melhor adesão às suas críticas construtivas para os pontos a melhorar e sempre falar a respeito da atitude ou acontecimento para que nunca fique parecendo que está falando da pessoa, para reduzir a possibilidade de desentendimento.

Providing detailed feedback really shows that you are paying attention to the performance of your subordinates. The more specific, the more clear it is to your subordinates in regard to what needs to be worked on.

Provide detailed feedback that focuses on specific actions, behaviors, or outcomes. Avoid vague statements and generalizations. Specific feedback helps subordinates understand exactly what they did well or what needs improvement, making it easier for them to replicate success or address issues. Implementation: Highlight Actions: Mention particular actions or behaviors that led to the outcome. Use Examples: Provide concrete examples to illustrate your points. Avoid Generalizations: Steer clear of ambiguous terms and be precise in your language.

A especificidade no feedback é muito importante para que fique bem claro a mensagem que está sendo passada e não haja dúvidas quanto aos pontos fortes e aos pontos de melhoria do seu subordinado. Nunca fale por meio de enigmas, para que não gere confusão na cabeça da pessoa e deixe-a desmotivada e até mesmo ansiosa, pois por não saber do que se trata e por vergonha ou medo de perguntar, ela irá ficar andando no assunto e isso poderá acarretar perca de rendimento, problemas de saúde, etc, sendo de suma importância a indicação clara do assunto, tarefa, atitude que deva ser melhorada e que está sendo feita com excelência, para que aquelas sejam trabalhadas e estas sejam replicadas no dia a dia.

Create an open and supportive environment where subordinates feel comfortable discussing their ideas, concerns, and feedback. Encouraging dialogue fosters a two-way communication channel, enabling a deeper understanding and collaboration. It also allows subordinates to ask questions, seek clarifications, and provide their input. Implementation: Ask for Input: Encourage subordinates to share their thoughts and feedback. Active Listening: Listen attentively to their concerns and suggestions without interrupting. Create Safe Space: Ensure they feel safe to express their opinions without fear of judgment or repercussions.

Healthy dialogue will ensure subordinates feel comfortable voicing their opinion at work. Without healthy dialogue and a willingness to hear subordinates, this can easily lead to low retention rates or toxic work environments.

Provide the necessary resources, guidance, and encouragement to help subordinates achieve their goals. Offering support demonstrates that you are invested in their success and are willing to assist them in overcoming obstacles. This includes providing training, mentorship, or additional resources as needed. Implementation: Provide Resources: Ensure they have access to the tools and information they need. Offer Training: Provide opportunities for skill development and continuous learning. Be Available: Make yourself accessible for guidance and support when they need it.

Regularly check in with your subordinates to review progress on their objectives and offer additional feedback or support as needed. Follow-up ensures that feedback is not a one-time event but part of an ongoing process of development and improvement. It also helps track progress and provides opportunities to adjust goals or strategies as needed. Implementation: Schedule Regular Check-ins: Set up periodic meetings to discuss progress and any challenges. Review Progress: Evaluate how they are advancing towards their objectives and provide constructive feedback. Adjust Goals: Be flexible and ready to modify goals or strategies based on their progress and feedback.