What do you do if your team members in product management need motivation and inspiration through feedback?

At my workplace, we used to give & receive Spotlight Awards for exceptional performance in the projects. For giving feedbacks, "Spotlight Feedbacks" could work like a charm. Feedbacks are a necessary tool for motivation and inspiration. Each team member could talk about their recent achievements and receive constructive feedback and praises from their peers and higher management. Additionally, encouraging the team members to share their goals, so that they feel recognized and valued. This approach boosts motivation and develops a sense of camaraderie within the team.

Nobody has a monopoly on good ideas, so it's important to listen to each other and share ideas and suggestions regularly. Feedback is an essential part of this process. Also, the creative sparking process usually kicks in, where one idea leads to another and another, and suddenly, there is a random game-changing moment!

Feedback through a well built mechanism is what scales and work ! It’s important to build inspection mechanism at crucial points in product development. Having your BRDs, roadmap reviewed not just by key stakeholders but with your peers and mentors helps identify blind spots. Making this a mechanism helps the team follow a rigor and plan for identifying improvements systematically!

- Create a feedback loop and keep providing feedback that is specific, relevant, and timely. - Highlight achievements and contributions of the team or project as soon as possible to reinforce positive behavior.

If your team members in product management need motivation and inspiration through feedback: 💡 Why Feedback Matters: Feedback aligns vision, strategy, and execution with customer needs, identifies and solves problems, learns from mistakes, and celebrates successes. 💡 Foster Continuous Improvement: Regular feedback fosters a culture of continuous improvement, innovation, and collaboration in your team. 👍 Save this post by "liking" if you're into Product/Growth as this will come in handy later.

In my practice, effective feedback to employees is best given during monthly 1on1 sessions where I fully focus on the individual. Key strategies include: - Consistency: Continuous dialogue builds trust - 'Sandwich' Method: Start and end with positives, addressing improvements in between - SBI Method: Describe a specific Situation, the Behavior, and its Impact - Support and Coaching: Use questions to guide the employee through their issues, desires, how I can assist, their readiness for goal achievement, and the conversation's value - Alignment with Goals: Ensure the employee understands team/company objectives and how their actions contribute These methods cultivate a supportive atmosphere, boosting growth and team drive.

Giving good constructive feedbacks are the key. Make sure you have structure in your feedbacks, nad make sure those feedbacks are attainable from the person that you are giving feedbacks from.

If you observe the following points in giving feedback, you are likely to give constructive feedback: 1- The feedback should be on the person's behavior and performance, not his personality 2- If possible, provide positive feedback with a reward and negative feedback with a solution 3- Avoid generalizing and speaking sarcastically, this will make the negative effect of feedback wider than the subject you are giving feedback on 4- Be careful in choosing tools and conditions for giving feedback. a small issue may turn into a big problem 5- Always consider the other person's emotional condition Giving correct feedback is a tool that helps you to lead the organization properly. But if you don't, it can destroy a huge organization like a virus.

Timely and well structured feedback is key to help the person learn from the feedback. A bad feedback can not just demoralize a team but also lead to bad products and impact customers! Structure your feedback such that 1- it address the exact gap; there should be no doubt about what needs to be fixed and why ? 2- tie your feedback on the product with the North Star vision ; consistency is of most importance ! 3-try to give feedback on the product/process with the core team- this ensures that there is consistency across the team on what to improve. 4-any feedback on the person should be made in private and be tied to core performance tenets . Use data points but be constructive; at the end of the feedback the person should feel inspired!

Providing constructive, specific, and timely feedback is crucial for fostering growth and development within a team. "Don't criticize the person: Criticize the general approach/criticize the class of activities. If you have to praise somebody, then always try and find the person who is best example of what you're praising and praise the person, specifically. Then people's egos and identity, which we all have work for the better being." 1.Focus on behavior: For example-instead of saying "You're lazy," say "I noticed that you missed the deadline for the project." 2.Provide suggestions for improvement: For example, you could say-"To avoid missing deadlines in the future, let's work on better time management strategies."

Receiving feedback effectively is vital for growth. Stay open-minded and listen actively, avoiding defensiveness. Ask clarifying questions and express gratitude for the input. Reflect before responding, focusing on solutions. Seek feedback regularly from various sources. Follow up on progress and practice self-compassion throughout the process. This approach fosters a constructive environment for personal and professional development.

- Create structured process for feedback within your team. You can have regular one-on-one meetings, team retrospectives or peer feedback sessions. - Provide guidance and support to facilitate constructive conversations and ensure that feedback is given and received effectively.

To avoid feedback pitfalls, maintain an open mind, refrain from becoming defensive, ask clarifying questions, express gratitude, focus on solutions, seek feedback regularly, follow up on progress, and practice self-compassion. This approach fosters constructive dialogue and growth, sidestepping common pitfalls such as defensiveness or misunderstanding.

- You as a PM can only encourage team members to use feedback as a tool for inspiration and motivation. - Encourage them to recognize and celebrate achievements, acknowledge progress and improvement and provide encouragement and support to one another through positive feedback.

Celebrate wins, show impact! Challenge & empower them to own it. Welcome fresh ideas & experiments. Involve them, be open to feedback too. and award the best idea

Aside from providing feedback, consider recognition, challenging projects, professional development, team building, a feedback culture, flexibility, diverse feedback channels, and tailoring feedback to individual needs. These additional strategies enhance motivation and inspiration among product management team members, fostering a more supportive and growth-oriented environment.

just announced 1. Increment as per their work in the project 2. vaccation for the mental health after project end 3. provide them a flexiable hr work culture