{"id":17656,"date":"2017-01-09T17:37:00","date_gmt":"2017-01-09T17:37:00","guid":{"rendered":"http:\/\/novosite.stratec.com.br\/feedbacks-construtivos-aumentar-motivacao\/"},"modified":"2026-04-16T15:30:42","modified_gmt":"2026-04-16T18:30:42","slug":"como-dar-feedbacks-constructivos","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/es\/blog\/feedbacks-construtivos-aumentar-motivacao\/","title":{"rendered":"\u00bfC\u00f3mo dar comentarios constructivos?"},"content":{"rendered":"

Cualquier gerente sabe que los feedbacks son una de las mejores formas de disminuir la distancia entre los empleados y dejar las relaciones m\u00e1s transparentes, adem\u00e1s, contribuyen a la mejora de los procesos de la empresa como un todo. Por otro lado, el momento es delicado y exige ciertos cuidados para que no suceda lo contrario y se cause malestar.<\/p>\n

Un feedback bien articulado es capaz de crear confianza, eliminar problemas y mejorar las habilidades de los colaboradores. Principalmente en el ambiente corporativo, este tipo de evaluaci\u00f3n es fundamental. Una investigaci\u00f3n de Top Employers indica que las compa\u00f1\u00edas con las mejores pr\u00e1cticas de recursos humanos incorporan feedbacks continuos en la estrategia de desarrollo de los empleados.<\/p>\n

Pero, \u00bfC\u00f3mo dejar un buen feedback? Hay buenas pr\u00e1cticas que pueden ser adoptadas a la hora de hacer este tipo de aproximaci\u00f3n. A continuaci\u00f3n, veremos algunos consejos para hacer esto.<\/p>\n

#01 - Crea un gui\u00f3n<\/h3>\n

Los feedbacks no son algo que se hace sin m\u00e1s, como tomar un caf\u00e9. Como es el caso de cualquier otro proceso relevante para la empresa, requieren planificaci\u00f3n. Tambi\u00e9n es importante no confundir con llamar la atenci\u00f3n a un empleado, la evaluaci\u00f3n debe ser pensada. Prepara el material de feedback: anota los puntos fuertes y d\u00e9biles con anticipaci\u00f3n para que comiences sabiendo de qu\u00e9 hablar\u00e1s.<\/p>\n

#02 - Prepara un lugar<\/h3>\n

Ya sean feedbacks colectivos o individuales, una buena pr\u00e1ctica es realizar una sesi\u00f3n de evaluaci\u00f3n en un lugar aparte. Evita espacios comunes o zonas de tr\u00e1fico. Los involucrados se sentir\u00e1n m\u00e1s interesados en asistir si se conversa en un ambiente aislado, donde tambi\u00e9n puedan expresarse. Igualmente, notifica de antemano cu\u00e1ndo y d\u00f3nde suceder\u00e1 esta instancia.<\/p>\n

#03 - Utiliza la t\u00e9cnica del Feedback Sandwich<\/h3>\n

Para beneficiar la asimilaci\u00f3n en tu orientaci\u00f3n, utiliza el m\u00e9todo del s\u00e1ndwich. Comienza la conversaci\u00f3n destacando los puntos positivos del comportamiento del profesional o equipo. Gradualmente, y solo despu\u00e9s de esta orientaci\u00f3n comenta lo que no est\u00e1 alineado con los intereses de la empresa y cu\u00e1les aspectos deben mejorarse. A la hora de finalizar, reafirma los puntos positivos de la introducci\u00f3n y, como lo m\u00e1s importante, no dejes de mostrar lo que puede ser alcanzad una vez que se corrijan los puntos negativos.<\/p>\n

De esa forma, los trabajadores percibir\u00e1n que est\u00e1s atento a todos los detalles y no solo a los aspectos negativos. Este tipo de postura disminuye la distancia entre las partes y muestra que est\u00e1s del lado de los trabajadores todo el tiempo, adem\u00e1s, contribuye con la autoestima de los trabajadores y elimina cualquier posibilidad de que piensen que solo buscas las fallas.<\/p>\n

#04 - Utiliza herramientas de evaluaci\u00f3n<\/h3>\n

Ya en el mercado\u00a0herramientas<\/a> para ayudar a los directivos y al departamento de RRHH a supervisar los resultados de los empleados. Lo ideal es establecer indicadores y objetivos de rendimiento con los empleados y disponer de un\u00a0sistema<\/a> que supervisa la consecuci\u00f3n de los objetivos de forma autom\u00e1tica y 100% en l\u00ednea. Esto hace que sus controles sean m\u00e1s transparentes y refuerza las buenas pr\u00e1cticas de gobierno corporativo.<\/p>\n

Tambi\u00e9n lee: \u201c Remuneraci\u00f3n estrat\u00e9gica y Gobernanza Corporativa \u00bfPor qu\u00e9 trabajarlas juntas?<\/a><\/p>\n

#05 - \"Feedback del feedback<\/h3>\n

Toda historia tiene por lo menos dos versiones. Por lo tanto, las cuestiones consideradas en la reuni\u00f3n pueden ser enriquecidas por los comentarios de qui\u00e9n est\u00e1 recibiendo el feedback. Escucha lo que tu equipo tiene que decir y tambi\u00e9n pide que eval\u00faen la sesi\u00f3n de an\u00e1lisis de su rendimiento.<\/p>\n

Dile a tu equipo que tambi\u00e9n son escuchados y sugiera que comenten lo que han encontrado en la din\u00e1mica de feedback y c\u00f3mo esta puede ser mejorada. En este momento, d\u00e9jalos libres para que comenten lo que quieran. Presta atenci\u00f3n, toma notas y haz consideraciones luego de la ronda.<\/p>\n

#06 - Crea objetivos<\/h3>\n

Un feedback no es una instancia aislada, es parte de una macro estrategia de desarrollo y mejora de rendimiento. El objetivo principal es solucionar las desviaciones. Luego, cuando se hacen sesiones de retorno, deja claro cu\u00e1les son los aspectos que deben ser mejorados y reg\u00edstralos como temas.<\/p>\n

Adem\u00e1s de eso, es interesante delimitar el tiempo en que estas acciones deben ser implementadas. De esa forma, en la pr\u00f3xima sesi\u00f3n, ser\u00e1 posible comparar los resultados y ver lo que efectivamente se mejor\u00f3 o se permaneci\u00f3 inalterado y lo que nuevamente necesita ser corregido.<\/p>\n

\u00bfTu empresa planea invertir en una cultura de remuneraci\u00f3n meritocr\u00e1tica?<\/p>\n

Ve tambi\u00e9n nuestro art\u00edculo: \u00bfC\u00f3mo implantar correctamente un modelo meritocr\u00e1tico?<\/a><\/p>\n

\"Software<\/p>","protected":false},"excerpt":{"rendered":"

Quien es un gestor sabe que la retroalimentaci\u00f3n es una de las mejores pr\u00e1cticas para disminuir la distancia entre los empleados y hacer la relaci\u00f3n m\u00e1s transparente...<\/p>","protected":false},"author":10,"featured_media":17996,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1246],"tags":[],"Idioma-posts":[1169,1167],"class_list":["post-17656","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-estrategia-e-performance","idioma-posts-espanhol","idioma-posts-portugues"],"acf":[],"yoast_head":"\nComo dar feedbacks construtivos ? 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