Give feedback to the team – A4ManagementTools

Procedure in correct order:

. Step 1: Plan how feedback will be given throughout the year: A4075.VisualActionPlan.
. Step 2: Share feedback. Reward and correct: A4001.Feedback.
. Step 3: Apply the corrective collaboration process: A4059.EmployeeWarning.

A4075.VisualActionPlan

This tool allows the graphical visualization of one's action plan and to communicate it clearly.

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Key Results	Solved Problems
Visualizing your action plan graphically	Difficulty in establishing the time needed to complete activities
Establishing a visual sequence of execution	Challenges in managing work peaks
Balancing resource utilization	Failure to identify critical paths and workload peaks
Incorporating Work Breakdown Structure (WBS) into an overall vision	Late planning
Coordinating activities and defining interdependencies	Absence of an overall vision
Calculating the resources required at each stage	Difficulty in monitoring work progress at a glance
Detecting inconsistencies early on

A4059.EmployeeWarning

This tool allows superiors to implement an inclusive corrective plan, stop inappropriate behaviors, and, as a last resort, terminate the employment relationship.

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Key Results	Solved Problems
Implementing the corrective process of collaboration, admonishment, and contract termination	Human-relational level conflicts
Redirecting collaborators to their role and responsibilities	Exploitation of generosity
Reactivating the attention of passive or wait-and-see contributors	Disobedience
Supporting professional and behavioral rehabilitation	Errors due to negligence
Implementing established company rules and demonstrating consistency	Inappropriate behaviors, lack of respect, provocations
Documenting what has been decided and avoiding deviations	Excessive draining of energy and constant need for corrective action
Sending a signal to collaborators not directly involved
As a last resort: convincing collaborators to terminate the employment relationship

A4001.Feedback

This tool allows offering feedback to collaborators and partners, acknowledging merits, identifying areas of improvement, and monitoring the effectiveness of corrective actions.

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Key Results	Solved Problems
Sharing constructive feedback that serves as motivation	Absent or occasional recognition of merits
Expressing appreciation to collaborators and partners	Limited use of feedback as an incentive
Encouraging collaborators to realize their potential	Tolerance of negative behaviors
Strengthening relationships between managers and employees, clients, suppliers, and colleagues	Reluctance to implement corrective actions
Documenting your commitment to supporting professional growth	Authoritarian tendencies and inappropriate behaviors
Objectifying corrective actions with a fact- and data-based approach	Lack of communication of expectations as superior
Managing inappropriate behaviors (ensuring patience is not perceived as acceptance)
As a last resort: terminating the employment relationship following proper management procedures (after exploring all possible alternatives)

A4075.VisualActionPlan

Key Results	Solved Problems
Visualizing your action plan graphically	Difficulty in establishing the time needed to complete activities
Establishing a visual sequence of execution	Challenges in managing work peaks
Balancing resource utilization	Failure to identify critical paths and workload peaks
Incorporating Work Breakdown Structure (WBS) into an overall vision	Late planning
Coordinating activities and defining interdependencies	Absence of an overall vision
Calculating the resources required at each stage	Difficulty in monitoring work progress at a glance
Detecting inconsistencies early on