{"id":3793,"date":"2021-11-01T22:41:59","date_gmt":"2021-11-02T01:41:59","guid":{"rendered":"https:\/\/teamguide.app\/blog\/?p=3793"},"modified":"2022-12-20T09:43:31","modified_gmt":"2022-12-20T12:43:31","slug":"o-que-e-one-on-one","status":"publish","type":"post","link":"https:\/\/teamguide.app\/blog\/o-que-e-one-on-one\/","title":{"rendered":"O que \u00e9 one-on-one: a import\u00e2ncia do feedback na pr\u00e1tica"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Imagine a seguinte cena: o colaborador tem um problema que precisa falar, mas a falta de contato com o l\u00edder acaba dificultando esse tipo de di\u00e1logo. Ter uma no\u00e7\u00e3o inicial sobre <\/span><b>o que \u00e9 one-on-one <\/b><span style=\"font-weight: 400;\">e<\/span><a href=\"https:\/\/teamguide.app\/blog\/one-on-one-como-fazer\/\"><b> como fazer <\/b><\/a><span style=\"font-weight: 400;\">pode ajudar a evitar essa situa\u00e7\u00e3o.<\/span><\/p>\n<figure id=\"attachment_3797\" aria-describedby=\"caption-attachment-3797\" style=\"width: 770px\" class=\"wp-caption alignnone\"><img fetchpriority=\"high\" decoding=\"async\" class=\"wp-image-3797 size-large\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-sem-dialogo-1024x1024.png\" alt=\"o que e one on one sem dialogo\" width=\"770\" height=\"770\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-sem-dialogo-1024x1024.png 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-sem-dialogo-300x300.png 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-sem-dialogo-150x150.png 150w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-sem-dialogo-370x370.png 370w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-sem-dialogo.png 1080w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><figcaption id=\"caption-attachment-3797\" class=\"wp-caption-text\">Imagine a seguinte cena: o colaborador tem um problema que precisa falar, mas a falta de contato com o l\u00edder acaba dificultando esse tipo de di\u00e1logo.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">Neste artigo iremos nos aprofundar nas melhores pr\u00e1ticas para implementar <\/span><span style=\"font-weight: 400;\">esse modelo de reuni\u00e3o na sua empresa. O que pode n\u00e3o estar bom agora, n\u00f3s garantimos que pode ser melhorado com uma boa dose de conhecimento e pr\u00e1tica.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Continue lendo para conferir <\/span><b>o que \u00e9 one-on-one <\/b><span style=\"font-weight: 400;\">e<\/span><b> 5 exemplos de feedback profissional na pr\u00e1tica!<\/b><\/p>\n<h2><b>One-on-one: como fazer o m\u00e9todo de reuni\u00e3o que aumenta o lucro da empresa<\/b><\/h2>\n<p><b>One-on-one \u00e9 uma reuni\u00e3o de alinhamento entre um l\u00edder e o seu colaborador individualmente.<\/b><span style=\"font-weight: 400;\"> O que poucos sabem \u00e9 que implementar esse modelo n\u00e3o tem um alto custo, mas os seus reflexos impactam diretamente na receita de uma organiza\u00e7\u00e3o.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Segundo um estudo da <\/span><a href=\"https:\/\/www.cognology.com.au\/learning_center\/how_to_conduct_one_on_one_meetings_with_team_members\/\" target=\"_blank\" rel=\"noopener\"><b>Gallup<\/b><\/a><span style=\"font-weight: 400;\">, <\/span><b>empresas que fazem reuni\u00f5es one-on-one t\u00eam 16% a mais de lucratividade do que empresas que n\u00e3o fazem.<\/b><span style=\"font-weight: 400;\"> Inserir essa atividade na estrat\u00e9gia do seu time pode trazer diversas vantagens, confira as <\/span><b>melhores pr\u00e1ticas do 1:1 e os benef\u00edcios<\/b><span style=\"font-weight: 400;\"> de cada uma.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Escute o liderado e <\/span><b>aumente o engajamento\u00a0<\/b><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Saiba o que perguntar e <\/span><b>garanta que o colaborador entenda o seu papel<\/b><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Fa\u00e7a anota\u00e7\u00f5es e <\/span><b>solucione problemas<\/b><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">D\u00ea um feedback consistente e <\/span><b>retenha talentos<\/b><\/li>\n<\/ul>\n<h3><b>Escute o liderado e aumente o engajamento\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Um l\u00edder que implementa o modelo <\/span><b>one-on-one<\/b><span style=\"font-weight: 400;\"> mant\u00e9m uma rotina de conversa com o seu funcion\u00e1rio. Dessa forma, ele sente que tem espa\u00e7o para contar problemas di\u00e1rios e tem o apoio da lideran\u00e7a para resolver.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00c9 importante construir esse espa\u00e7o pois assim o time se mant\u00e9m motivado com os elogios e cr\u00edticas construtivas. Sem esse momento o funcion\u00e1rio pode ficar perdido e sem engajamento para continuar na empresa.<\/span><\/p>\n<h3><b>Saiba o que perguntar e<\/b> <b>garanta que o colaborador entenda o seu papel<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Um l\u00edder n\u00e3o pode chegar no dia da <\/span><b>reuni\u00e3o 1-1<\/b><span style=\"font-weight: 400;\"> sem um roteiro pr\u00e9-definido. Saiba o que perguntar e sempre mantenha-se dispon\u00edvel para ouvir opini\u00f5es sobre a sua lideran\u00e7a. O liderado deve entender o seu papel na equipe, e de acordo com as respostas dele voc\u00ea pode ajustar a performance da equipe e as demandas de cada um.<\/span><\/p>\n<figure id=\"attachment_3798\" aria-describedby=\"caption-attachment-3798\" style=\"width: 770px\" class=\"wp-caption alignnone\"><img decoding=\"async\" class=\"wp-image-3798 size-large lazyload\" data-src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-1024x683.jpg\" alt=\"o que e one on one reuniao\" width=\"770\" height=\"514\" data-srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-1024x683.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-1536x1025.jpg 1536w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-2048x1367.jpg 2048w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-770x515.jpg 770w\" data-sizes=\"(max-width: 770px) 100vw, 770px\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 770px; --smush-placeholder-aspect-ratio: 770\/514;\" \/><noscript><img decoding=\"async\" class=\"wp-image-3798 size-large\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-1024x683.jpg\" alt=\"o que e one on one reuniao\" width=\"770\" height=\"514\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-1024x683.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-1536x1025.jpg 1536w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-2048x1367.jpg 2048w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-on-reuniao-770x515.jpg 770w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><\/noscript><figcaption id=\"caption-attachment-3798\" class=\"wp-caption-text\">Empresas que fazem reuni\u00f5es one-on-one t\u00eam 16% a mais de lucratividade do que empresas que n\u00e3o fazem<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">Questione o colaborador, pergunte o que ele acha sobre a sua lideran\u00e7a e o que voc\u00ea pode fazer para facilitar o trabalho dele. Ofere\u00e7a cr\u00edticas construtivas e elogios, identifique e aponte \u00e1reas em que a pessoa pode melhorar. No final da conversa, pergunte o que motiva o colaborador a trabalhar na empresa e o que ele espera do futuro.<\/span><\/p>\n<h3><b>Fa\u00e7a anota\u00e7\u00f5es e solucione problemas<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Anote todos os pontos tratados na reuni\u00e3o <\/span><b>one-on-one<\/b><span style=\"font-weight: 400;\"> e mostre ao colaborador que voc\u00ea vai se esfor\u00e7ar para verificar cada um deles. Uma boa sugest\u00e3o \u00e9 iniciar a reuni\u00e3o j\u00e1 trazendo as resolu\u00e7\u00f5es do encontro passado. Problemas ignorados ou que n\u00e3o s\u00e3o resolvidos imediatamente viram crises mais na frente.<\/span><\/p>\n<h3><b>D\u00ea um feedback consistente e<\/b> <b>retenha talentos<\/b><\/h3>\n<p><a href=\"http:\/\/www.rh.com.br\/Portal\/arquivos\/IBCCoaching\/Pesquisa_IBC_Coaching_Lideranca.pdf\" target=\"_blank\" rel=\"noopener\"><b>A maior dificuldade<\/b><\/a><span style=\"font-weight: 400;\"> dos l\u00edderes de uma empresa \u00e9 dar feedback, mas \u00e9 extremamente importante que essa n\u00e3o seja a sua dificuldade tamb\u00e9m. <\/span><b>O seu diferencial est\u00e1 em mostrar ao colaborador que ele \u00e9 essencial para a empresa<\/b><span style=\"font-weight: 400;\"> e que o trabalho dele tem contribu\u00eddo para isso. N\u00e3o agir dessa maneira faz com que voc\u00ea perca talentos importantes da sua organiza\u00e7\u00e3o.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recentemente um estudo divulgado pela <\/span><a href=\"https:\/\/www.bbc.com\/portuguese\/geral-58770336\" target=\"_blank\" rel=\"noopener\"><b>BBC<\/b><\/a><span style=\"font-weight: 400;\"> apontou que <\/span><b>um pedido de demiss\u00e3o na equipe pode gerar \u2018efeito cont\u00e1gio\u2019 na empresa.<\/b><span style=\"font-weight: 400;\"> Diversos fatores levam a isso, mas quando o feedback n\u00e3o \u00e9 consistente, os resultados da equipe diminuem. A motiva\u00e7\u00e3o tamb\u00e9m cai e pode acontecer a solicita\u00e7\u00e3o do desligamento, e muitas vezes, a demiss\u00e3o em massa.<\/span><\/p>\n<p><b>Uma for\u00e7a de trabalho desmotivada e sem retorno do seu trabalho \u00e9 propensa a procurar novas oportunidades<\/b><span style=\"font-weight: 400;\">, ainda mais quando um colega de trabalho importante n\u00e3o \u00e9 valorizado e por isso resolve deixar a empresa.<\/span> <span style=\"font-weight: 400;\">Mas como melhorar o feedback com o seu time e como aplicar um modelo espec\u00edfico em diferentes situa\u00e7\u00f5es? Confira <\/span><b>5 exemplos de feedback profissional na pr\u00e1tica.<\/b><\/p>\n<p>&nbsp;<\/p>\n\t\t<div data-elementor-type=\"page\" data-elementor-id=\"9220\" class=\"elementor elementor-9220\" data-elementor-post-type=\"elementor_library\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-081227f elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"081227f\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;,&quot;ekit_has_onepagescroll_dot&quot;:&quot;yes&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"make-column-clickable-elementor elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-aa7bf7a banner-ebook-1-1\" style=\"cursor: pointer;\" data-column-clickable=\"https:\/\/teamguide.app\/blog\/materiais-gratuitos\/ebook-guia-1-1\/\" data-column-clickable-blank=\"_blank\" data-id=\"aa7bf7a\" data-element_type=\"column\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t<div class=\"elementor-background-overlay\"><\/div>\n\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-401d1dc elementor-reverse-mobile elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"401d1dc\" data-element_type=\"section\" data-settings=\"{&quot;ekit_has_onepagescroll_dot&quot;:&quot;yes&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-dd3eb2f\" data-id=\"dd3eb2f\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1aa6748 elementor-widget elementor-widget-image\" data-id=\"1aa6748\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.23.0 - 15-07-2024 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/teamguide.app\/ebook-1-1\/\" target=\"_blank\">\n\t\t\t\t\t\t\t<img decoding=\"async\" width=\"604\" height=\"505\" data-src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_reunioes-1-1-1.jpg\" class=\"attachment-large size-large wp-image-9222 lazyload\" alt=\"\" data-srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_reunioes-1-1-1.jpg 604w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_reunioes-1-1-1-300x251.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_reunioes-1-1-1-150x125.jpg 150w\" data-sizes=\"(max-width: 604px) 100vw, 604px\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 604px; --smush-placeholder-aspect-ratio: 604\/505;\" \/><noscript><img decoding=\"async\" width=\"604\" height=\"505\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_reunioes-1-1-1.jpg\" class=\"attachment-large size-large wp-image-9222\" alt=\"\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_reunioes-1-1-1.jpg 604w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_reunioes-1-1-1-300x251.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2022\/11\/ebook_reunioes-1-1-1-150x125.jpg 150w\" sizes=\"(max-width: 604px) 100vw, 604px\" \/><\/noscript>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-6101891\" data-id=\"6101891\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-7b93aeb elementor-align-left elementor-widget elementor-widget-button\" data-id=\"7b93aeb\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-size-sm\" role=\"button\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">EBOOK GRATUITO<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5f40de8 elementor-widget elementor-widget-text-editor\" data-id=\"5f40de8\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.23.0 - 15-07-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\tO guia simplificado da Reuni\u00e3o 1-1 \t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b00eb72 elementor-widget elementor-widget-text-editor\" data-id=\"b00eb72\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\tDicas pr\u00e1ticas de como utilizar reuni\u00f5es individuais para gerar engajamento.\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-054d616 elementor-widget elementor-widget-button\" data-id=\"054d616\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/teamguide.app\/blog\/materiais-gratuitos\/ebook-guia-1-1\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">QUERO LER AGORA!<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f876cb0 elementor-widget elementor-widget-image\" data-id=\"f876cb0\" data-element_type=\"widget\" data-settings=\"{&quot;ekit_we_effect_on&quot;:&quot;none&quot;}\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"250\" height=\"45\" data-src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2024\/05\/logo_teamguide_2024-1.png\" class=\"attachment-large size-large wp-image-12611 lazyload\" alt=\"\" data-srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2024\/05\/logo_teamguide_2024-1.png 250w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2024\/05\/logo_teamguide_2024-1-150x27.png 150w\" data-sizes=\"(max-width: 250px) 100vw, 250px\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 250px; --smush-placeholder-aspect-ratio: 250\/45;\" \/><noscript><img loading=\"lazy\" decoding=\"async\" width=\"250\" height=\"45\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2024\/05\/logo_teamguide_2024-1.png\" class=\"attachment-large size-large wp-image-12611\" alt=\"\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2024\/05\/logo_teamguide_2024-1.png 250w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2024\/05\/logo_teamguide_2024-1-150x27.png 150w\" sizes=\"(max-width: 250px) 100vw, 250px\" \/><\/noscript>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t\n<p>&nbsp;<\/p>\n<h2><b>5 exemplos de feedback profissional que voc\u00ea N\u00c3O pode deixar de conhecer<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A Adobe \u00e9 um exemplo de empresa que tem investido cada vez mais em <\/span><a href=\"https:\/\/hbr.org\/2017\/07\/how-adobe-structures-feedback-conversations\" target=\"_blank\" rel=\"noopener\"><b>feedbacks informais<\/b><\/a><span style=\"font-weight: 400;\">. Esse formato estrutura a reuni\u00e3o com os seguintes elementos: expectativas, feedback, crescimento e desenvolvimento.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Eles reconhecem a fase do feedback como um caminho l\u00f3gico antes de discutir as habilidades necess\u00e1rias nas etapas de crescimento e desenvolvimento. <\/span><b>Quando o feedback acontece, as chances de melhorar o trabalho desenvolvido tamb\u00e9m aumentam<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<figure id=\"attachment_3795\" aria-describedby=\"caption-attachment-3795\" style=\"width: 770px\" class=\"wp-caption alignnone\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-3795 size-large lazyload\" data-src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-1024x683.jpg\" alt=\"o que e one on one\" width=\"770\" height=\"514\" data-srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-1024x683.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-1536x1024.jpg 1536w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-2048x1366.jpg 2048w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-770x515.jpg 770w\" data-sizes=\"(max-width: 770px) 100vw, 770px\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 770px; --smush-placeholder-aspect-ratio: 770\/514;\" \/><noscript><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-3795 size-large\" src=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-1024x683.jpg\" alt=\"o que e one on one\" width=\"770\" height=\"514\" srcset=\"https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-1024x683.jpg 1024w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-300x200.jpg 300w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-1536x1024.jpg 1536w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-2048x1366.jpg 2048w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-270x180.jpg 270w, https:\/\/teamguide.app\/blog\/wp-content\/uploads\/2021\/11\/o-que-e-one-on-one-feedback-770x515.jpg 770w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><\/noscript><figcaption id=\"caption-attachment-3795\" class=\"wp-caption-text\">Quando o feedback n\u00e3o \u00e9 consistente os resultados diminuem juntamente com a motiva\u00e7\u00e3o e acontece a solicita\u00e7\u00e3o do desligamento.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">A seguir, confira <\/span><b>5 exemplos de feedback profissional para aplicar na sua reuni\u00e3o one-on-one<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>1 &#8211; Quando o colaborador est\u00e1 desenvolvendo um bom trabalho<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Imagine a cena: o seu colaborador vem cumprindo todos os prazos dos projetos e entrega tudo da melhor maneira poss\u00edvel, os colegas reconhecem a qualidade do seu trabalho e voc\u00ea tamb\u00e9m est\u00e1 atento. Na pr\u00f3xima reuni\u00e3o <\/span><b>one-on-one<\/b><span style=\"font-weight: 400;\">, procure elogiar o colaborador e destaque pontos que indiquem a sua aten\u00e7\u00e3o ao trabalho realizado.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u201cPaulo, fiquei muito feliz com os resultados que voc\u00ea vem entregando. Todos percebem o seu esfor\u00e7o cont\u00ednuo em realizar entregas de qualidade e dentro do prazo.\u201d<\/span><\/i><\/p>\n<h3><b>2 &#8211; Quando o colaborador entregou um projeto dif\u00edcil no prazo<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A pr\u00f3xima situa\u00e7\u00e3o acontece quando um colaborador est\u00e1 em um projeto dif\u00edcil. Por um lado, ele j\u00e1 recebeu essa miss\u00e3o porque voc\u00ea percebeu que as habilidades dele seriam \u00fateis nesse projeto.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">No meio do caminho dificuldades apareceram, ainda assim nas reuni\u00f5es de acompanhamento ele sempre se mostrava positivo e continuava a dar o seu melhor. Agora que ele finalmente conseguiu entregar o resultado enfatize no feedback da <\/span><b>reuni\u00e3o one-on-one<\/b><span style=\"font-weight: 400;\"> que voc\u00ea sempre acreditou que ele ia conseguir.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u201cPaulo, escolhi voc\u00ea para esse projeto porque conhe\u00e7o o seu potencial e sei que entrega sempre al\u00e9m do que pedimos. A sua atitude mostra que voc\u00ea est\u00e1 preparado para assumir desafios e novas responsabilidades aqui na empresa, sei que posso contar com voc\u00ea, continue contando comigo tamb\u00e9m.\u201d<\/span><\/i><\/p>\n<h3><b>3 &#8211; Quando o colaborador comete um erro<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Qualquer colaborador pode cometer erros, inclusive voc\u00ea como l\u00edder. Ainda assim, tente evit\u00e1-los ao m\u00e1ximo e sempre ensine alguma li\u00e7\u00e3o aos seus liderados sobre isso, para que eles n\u00e3o se repitam.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nesse caso,<\/span><b> tente fazer com que o colaborador identifique o erro cometido e onde ele pode melhorar<\/b><span style=\"font-weight: 400;\">. N\u00e3o fa\u00e7a acusa\u00e7\u00f5es, tentem pensar em uma solu\u00e7\u00e3o juntos para que isso n\u00e3o venha a acontecer novamente.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u201cPaulo, no \u00faltimo projeto voc\u00ea cometeu um erro que n\u00e3o costuma cometer. Voc\u00ea poderia ter agido diferente ou at\u00e9 mesmo me procurado para que pud\u00e9ssemos pensar em algo juntos. O que poderia ter sido diferente? Como podemos resolver esse problema caso ele apare\u00e7a novamente?\u201d<\/span><\/i><\/p>\n<h3><b>4 &#8211; Quando o colaborador est\u00e1 desmotivado<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Os projetos n\u00e3o s\u00e3o mais entregues no prazo, a equipe est\u00e1 reduzindo enquanto os pedidos de demiss\u00e3o s\u00f3 aumentam. Voc\u00ea n\u00e3o sabe o que fazer, mas percebe que <\/span><b>os colaboradores que permanecem est\u00e3o desmotivados<\/b><span style=\"font-weight: 400;\">. Procure entender a raz\u00e3o da desmotiva\u00e7\u00e3o na pr\u00f3xima<\/span><b> reuni\u00e3o one-on-one<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u201cPaulo, percebi que voc\u00ea n\u00e3o est\u00e1 t\u00e3o motivado quanto antes. Aconteceu algum problema? Existe alguma coisa em que eu possa ajudar? Podemos realoc\u00e1-lo em um novo projeto. O que acha?\u201d<\/span><\/i><\/p>\n<h3><b>5 &#8211; Quando o colaborador tem novas responsabilidades em um novo cargo<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Paulo finalmente foi promovido e agora ele tem novas responsabilidades dentro da empresa. Na pr\u00f3xima reuni\u00e3o <\/span><b>one-on-one<\/b><span style=\"font-weight: 400;\"> enfatize que ele foi a escolha certa para o cargo.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u201cPaulo, fico feliz em ver o seu crescimento, eu realmente n\u00e3o teria feito escolha. Lembre-se que com grandes poderes v\u00eam grandes responsabilidades, todo o seu bom trabalho e aten\u00e7\u00e3o aos detalhes fez diferen\u00e7a no final. Saiba que voc\u00ea pode continuar contando comigo, todo o seu trabalho vale a pena.\u201d<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">Agora que voc\u00ea j\u00e1 sabe <\/span><b>o que \u00e9 one-on-one, conhece os benef\u00edcios e as melhores pr\u00e1ticas<\/b><span style=\"font-weight: 400;\">, n\u00e3o deixe de aplicar o <\/span><b>one-on-one<\/b><span style=\"font-weight: 400;\"> na sua empresa para incentivar a reten\u00e7\u00e3o de talentos e o engajamento dos seus colaboradores.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Depois de todas essas informa\u00e7\u00f5es ainda est\u00e1 dif\u00edcil come\u00e7ar? O <\/span><b>TeamGuide<\/b><span style=\"font-weight: 400;\"> pode ajudar voc\u00ea a otimizar a sua reuni\u00e3o <\/span><b>one-on-one<\/b><span style=\"font-weight: 400;\">. Oferecemos todo o suporte para que voc\u00ea conduza reuni\u00f5es <\/span><b>one-on-one<\/b><span style=\"font-weight: 400;\"> com maestria. Sabemos as perguntas certas para que voc\u00ea tenha as respostas que precisa.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u00e3o perca tempo e <\/span><a href=\"https:\/\/calendly.com\/teamguide\/demo?month=2021-10\" target=\"_blank\" rel=\"noopener\"><b>agende uma demonstra\u00e7\u00e3o<\/b><\/a><span style=\"font-weight: 400;\"> gratuita! Esperamos voc\u00ea!\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Descubra o que \u00e9 one-on-one: quais as melhores pr\u00e1ticas, os benef\u00edcios e os exemplos de feedback profissional para aplicar na sua reuni\u00e3o.<\/p>\n","protected":false},"author":2,"featured_media":3799,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"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":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","footnotes":""},"categories":[47],"tags":[35,39,38,37,36],"class_list":["post-3793","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-engajamento","tag-feedback-360","tag-feedback-construtivo","tag-feedback-negativo","tag-feedback-positivo","tag-feedforward"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>O que \u00e9 one-on-one: a import\u00e2ncia do feedback na pr\u00e1tica<\/title>\n<meta name=\"description\" content=\"Descubra o que \u00e9 one-on-one: quais as melhores pr\u00e1ticas, os benef\u00edcios e os exemplos de feedback profissional para aplicar na sua reuni\u00e3o\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/teamguide.app\/blog\/o-que-e-one-on-one\/\" \/>\n<meta property=\"og:locale\" content=\"pt_BR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"O que \u00e9 one-on-one: a import\u00e2ncia do feedback na pr\u00e1tica\" \/>\n<meta property=\"og:description\" content=\"Descubra o que \u00e9 one-on-one: quais as melhores pr\u00e1ticas, os benef\u00edcios e os exemplos de feedback profissional para 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