1. Avoid generalizations

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One of the most common complaints among professionals is about "generic reprimands." Often, the employee has made an effort to change a certain position, but is forced to hear in the meeting that the team continues to present a certain problem.

The more specific the leader can be in his or her statements, presenting concrete data, the better the outcome of the process will be.

2. Ensure that everyone participates in the process
This premise is not always adopted in practice, but for brazil phone data it to work, feedback must be two-way. This means that leaders must be open to criticism and suggestions for improvement.

It is common to find people who have more difficulty participating in evaluation processes. In the case of leadership, however, it is not optional. If the person is not predisposed to receiving feedback from the team, they probably do not have the right profile for the position.

3. Make it count in everyday life
Another problem that often causes a lot of concern in companies is maintaining evaluation processes that do not yield practical results. Issues are discussed in meetings, there is team commitment, but there is no effective follow-up of the actions.

Along the same lines, it does not work to make demands that have not been previously agreed upon. This type of demand ends up stressing the employee and will not generate good results for the company.