Dar feedback es siempre difícil. A veces incluso desaconsejable… Las personas con alta sensibilidad requieren un lenguaje especial, cuidando nuestra comunicación de forma milimétrica y observando cada expresión para no conseguir el efecto contrario. El feedback está sobrevalorado. Si tiene alguna utilidad está en identificar aspectos de ese “yo desconocido” que es difícil de asumir. Mi punto de vista, que seguro no es compartido y puede que genere polémica, es dar siempre y sin excepción feedback positivo, llevando a la autorreflexión pero evitando siempre una comunicación correctora o que pueda resultar lesiva para mi interlocutor.

First break down the elements of the 'sensitivity' of the employee.(personality and behaviors) Are they low 'tough-minded' = sensitive to criticism? - Constructive wording is crucial. Caution must be made in not making the feedback too personal, but rather aligning it with situations, or third parties. Are they low-relaxed =easily accumulate tension and stress? -The 'sandwich' method may work well here. Start positive to set the tone, give feedback including criticism, end positive to give a lasting positive effect. Are they low emotionally-controlled = they express emotions openly? -Be frank and open in the feedback and try not to be reactive to their emotional bursts. Avoid drama creation as much as possible, and let them cool down.

Giving feedback to a sensitive employee isn’t about tiptoeing around them—it’s about fostering trust. Begin with sincere appreciation, then present feedback as a means of growth rather than criticism. Use specific examples and a collaborative approach, such as, “I’ve noticed something—what are your thoughts on it?” This transforms the conversation from critique to development. When approached correctly, feedback becomes a source of empowerment rather than discouragement.

The feedback process is very important for aligning the route, making it clear what is going well and what needs to be adjusted. This action needs to be well structured, bringing the facts and demonstrating their impact on the organization. It is essential to avoid bias. We must always bear in mind that this process has a constructive objective, seeking positive results for the area and the organization, but it is not always pleasant for one or the other or both, but it is necessary.

Giving feedback to a sensitive employee requires empathy and tact. 💡 Start with positive reinforcement before addressing areas for improvement. Use "I" statements instead of "you" to avoid sounding accusatory. 🤝 Keep the conversation private, supportive, and specific, focusing on solutions rather than criticism. Ask for their perspective and encourage dialogue. 🗣️ End on a motivational note, emphasizing trust in their abilities and growth potential. 🌱 Feedback should inspire, not discourage! Thanks Shawn #constructivefeedback #empathyatwork

When giving feedback to a sensitive employee, it is important to be kind and thoughtful. Sensitive employees can be found in any workplace, so it is essential to approach the situation with care and professionalism. Begin by highlighting what they do well to help them feel appreciated and valued. Then, when discussing areas that need improvement, be clear but avoid being too harsh. Focus on the behaviour or task, not the person, and suggest ways to improve rather than just pointing out what went wrong. Also, offer support and let them know you are there to help them succeed. Keep the tone calm and positive, and give them a chance to ask questions or share their thoughts. This way, feedback feels constructive and not overwhelming.

Giving feedback to a sensitive employee, balance honesty with empathy by starting with their strengths to set a positive tone. Be specific and objective, focusing on facts rather than opinions. I would use a gentle and constructive approach, framing feedback as an opportunity for growth. Offer actionable solutions instead of just pointing out issues, and encourage an open dialogue to understand their perspective. Finally, reaffirm their value to the team, ensuring they feel supported and motivated to improve. And of course, I believe that learning to give feedback thoughtfully is just as important as knowing how to receive it with an open mind.