Supply constructive feedback that merges commendations with details about what to do and what to change. You should begin by praising their successes then specify development opportunities with precise action plans. Keep your tone soft when you begin statements with the introductory phrase "I noticed..." The detail in your reports is a positive aspect according to our assessment. The reports require better summary organization to improve their strength. My previous coworker needed regular maintenance through the combination of recognition and achievable targets which helped develop self-assurance without adding artificial praise. Recognition together with direction enables growth to advance.

This requires a blanced approach. Here's how I'd do it: 1. Start by recognizing their hard work or achievements. 2. Provide clear, specific feedback that focuses on behaviors or outcomes. 3. Position constructive feedback as a way to help them grow and succeed. 4. Ask questions that help them think critically about their work and identify areas for improvement themselves. 6. Since they crave validation, offer consistent, genuine praise for their efforts and progress. 7. Clearly outline what success looks like and how they can achieve it. 8. Encourage them to view feedback as a tool for learning and development, not as a judgment of their worth. 9. Check in regularly to see how they’re progressing and offer additional support if needed.

Managing a team member who craves validation is sometimes becoming a challenge because it can be a double-edge sword to the entire team because the other team members might feel that you are favoring that one team member only. To avoid this, always celebrate small wins and acknowledge effort of the entire team. As for giving constructive feedback, you have to establish a safe environment first and then frame your feedback based on behavior and not personality. After giving feedback, encourage them to share their thoughts about the feedback and the offer support.

Acknowledge strengths first, give specific and actionable feedback, frame it as growth rather than criticism, encourage self-reflection, provide regular check-ins, and celebrate small wins. This keeps them motivated while fostering improvement.

Avalie o comportamento e busque motivos, como: insegurança profissional e medo de cometer erros; experiências anteriores com lideranças que não reconheciam esforços; perfil pessoal que valoriza confirmação externa ou uma fase de adaptação em novas funções ou responsabilidades. Isso poderá personalizar seu feedback de maneira estratégica, transformando uma potencial dependência em autonomia produtiva. Ações: 1) estabeleça ciclos de feedback regulares com datas marcadas no calendário 2) usar a técnica clássica do "sanduíche" (positivo-construtivo-positivo) 3) 3. Implemente um sistema de autoavaliação. Por trás de cada pedido de validação, há um profissional buscando seu caminho para a excelência. Nossa missão como líderes é iluminar o caminho