Hier erfahren Sie, wie Sie in Remote- oder virtuellen Arbeitsumgebungen effektiv Feedback geben können.

Clearly communicate your expectations regarding performance and feedback from the outset. Establish guidelines for how feedback will be delivered and received in remote settings, including preferred communication channels and frequency of check-ins.

Choose the right medium: Select the most appropriate communication medium for delivering feedback. Depending on the nature of the feedback and individual preferences, options include video calls, phone calls, emails, instant messaging, or feedback tools within project management platforms. Be specific and timely: Provide feedback as soon as possible after observing the behavior or performance that warrants it. Be specific about what went well and what areas need improvement, and provide concrete examples to illustrate your points. Focus on behaviors, not personalities: Frame feedback in terms of observable behaviors or actions rather than making judgments about the individual's character or personality.

Of course, remote meetings aren't the same as meeting in person. But you can still make the most of them. My personal recommendation is to ask a question related to the feedback before giving it, to gauge the person's perspective beforehand. This way, you can balance your response accordingly. If something is unacceptable, instead of stating it bluntly, better to meet the person where they are and ask how they arrived at that decision or action. This opens up the conversation before you even begin to provide feedback.

To effectively give feedback in remote or virtual settings, ensure your communication is clear and structured. Schedule dedicated time for feedback to ensure the recipient is prepared and receptive. Use video calls to provide a more personal touch and to convey nonverbal cues. Start with positive feedback to create an open atmosphere, then address areas for improvement with specific examples and actionable advice. Encourage a two-way conversation, allowing the recipient to ask questions and share their perspective. Follow up in writing to recap the discussion and outline agreed-upon next steps. This approach helps maintain clarity and fosters a constructive environment, even from a distance.

Be mindful of timing when delivering feedback. Choose a time when the recipient is likely to be available and receptive. Consider scheduling regular feedback sessions to ensure consistency and provide opportunities for ongoing improvement.

According to our research, the State of Working America Report – Thriving in Resilience and Brilliance, 46% of working Americans believe their manager cares less about the well-being of remote workers. That's right! Almost half of Working America believes their leaders care less about their well-being simply because they work in a remote environment. I believe in the authenticity of connection. One of my favorite things to do is write a handwritten note, but I also love to create a personalize video. A text message or an email may not always feel as genuine as you mean for it to be, but hearing it from your own voice has a powerful affect on your team members. So, take a moment and appreciate them through a heart felt note or video.

Whenever possible, opt for video calls rather than audio or text-based communication for feedback sessions. Video allows for more nuanced communication, including facial expressions and body language, which can enhance understanding and rapport.

Provide specific examples to illustrate your feedback, focusing on behaviors and outcomes rather than personality traits. Offer both positive feedback on what went well and constructive feedback on areas for improvement, ensuring a balanced perspective.

Al dar feedback, es crucial ser específicos en los temas y evitar tomar información irrelevante. En muchos casos, se proporciona retroalimentación de forma generalizada, como por ejemplo: "Siempre haces las cosas de mala manera y debes mejorar". Este enfoque no es específico y puede generar falta de confianza en el líder, desmotivación en el empleado y no contribuye al desarrollo personal del mismo, que es el propósito fundamental de brindar feedback.

Foster an open and honest dialogue during feedback sessions, encouraging the recipient to share their perspective and insights. Listen actively to their responses, acknowledging their feelings and concerns, and address any questions or clarifications they may have.

Follow up on feedback provided to ensure that it is understood and implemented effectively. Offer ongoing support and guidance as needed, providing additional resources or assistance to help the recipient address areas for improvement. Schedule regular check-ins to monitor progress and provide further feedback as necessary.

Uno de los errores más comunes en el tema de brindar retroalimentación es esperar hasta fin de año. Sin embargo, la estrategia más efectiva es dar seguimiento cada mes. Esto fomenta una mayor cohesión, construye confianza con el personal y, además, permite que el colaborador y el líder trabajen juntos para el crecimiento del empleado.

Introduce the concept of "feedback sandwiches" to structure feedback sessions positively. Start with a positive comment or acknowledgment, then address areas for improvement, and end with another positive note. For example, "I appreciate your dedication to meeting deadlines (positive), however, I noticed some room for improvement in communication during team meetings (constructive feedback). Nevertheless, your creativity in problem-solving has been exceptional (positive)." This approach maintains a balanced perspective and fosters a supportive environment for growth.

Otro aspecto importante a considerar en el feedback es la forma en que se brinda. El feedback es un proceso que se asemeja a la construcción de una hamburguesa. Primero, se le comunica al colaborador la importancia de su función para la organización, luego se mencionan las áreas a mejorar (la carne), y finalmente se refuerza la importancia de su labor para la organización. Este enfoque genera confianza en el líder y ayuda al colaborador a visualizar un futuro prometedor.