Estás administrando a un miembro del equipo remoto. ¿Cómo puede asegurarse de que los comentarios sean claros y se entiendan?

The most important point to ensure while communicating the feedback is to remember that feedback should be given for a constructive reason. The recipient must understand very clearly that the feedback is not given to criticize or to bring down the individual. Many a times feedback is given based on perception and personal agendas which is wrong. It is critical to make the recipient understand the reason of proving the feedback. There should be clear, frequent and empathetic communication between the employee and the supervisor. The employee must understand that the feedback is given to improve him/her as a better professional that would improve his overall well-being.

It is always good to monitor team member on a regular interval and give feedback’s then and there about improvement and expectations and not mention after months, this approach is good leadership according to me

To ensure feedback is clear and understood with a remote team member, choose the right communication medium, such as video calls for clarity and personal touch. Be specific and use examples. Follow up in writing to reinforce key points. Encourage questions to confirm understanding. Schedule regular check-ins to maintain open communication. Use collaborative tools to track progress and feedback.

It's quite a challenge, but here are 8 tips to consider: 1. Be Specific: 2. Use Clear Communication Channels 3. Regular Check-Ins 4. Confirm Understanding 5. Encourage Questions 6. Provide Examples 7. Set Clear Goals 8. Follow Up And don't forget to demonstrates commitment to their development and reinforces the importance of the feedback.

The challenge isn't merely delivering feedback—it's ensuring its impact transcends the digital divide. To elevate your remote feedback process, consider reframing it as: An opportunity for deeper connection A catalyst for performance optimization A cornerstone of virtual team cohesion What may seem redundant could be the key to ensuring your message resonates across digital channels.

When providing feedback, specificity is your ally. Steer clear of vague comments that can be interpreted in numerous ways. Instead, concentrate on particular instances and behaviors needing attention. For instance, if a project missed its deadline, discuss specific factors that led to the delay. This aids team members in understanding exactly what went wrong and where improvements can be made. Concrete examples guide them towards making necessary adjustments without feeling overwhelmed or criticized.

Vague feedback is no feedback at all. Remote work can amplify misunderstandings, so being specific is crucial. Rather than saying, “Your work needs improvement,” try, “The report needs more data to support the conclusions, especially in section two.” Specific feedback eliminates guesswork and gives your team member a clear path forward. 🎯 #Leadership #SpecificFeedback #RemoteTeamSuccess #ClarityInCommunication #ActionableAdvice

Connecting with remote workers isn’t accidental. They don’t see you pass by in the office halls nor do you bump into them in the elevator. This lack of regular contact can lead to confusion about their status and performance. While the old adage “no news is good news” may be true in some instances, a lack of news or communication can make a worker feel isolated and uncertain. Without a daily smile and chitchat from you near the coffee machine, a worker can start to wonder if he or she is valued. The key to overcoming the remote nature of this office arrangement is to make regular contact a daily ritual. Don’t wait for the monthly newsletter or yearly review; make a point to check in with your remote workers on a tighter schedule.

There are different methods but the one I prefer is the SBI-Q model. Always focus on the situation and not the individual when delivering feedback. Discuss the observable behavior (not how you FELT about the behavior) you noticed as a leader and clearly draw the connection of observed behavior to impact it had on the situation, the team and the project. This style of feedback makes it clear with examples and focuses the conversation on the behaviors rather than the individual or their traits.

Feedback isn’t a monologue—it’s a conversation. In a remote setting, it’s easy for feedback to feel one-sided. Encourage your team member to ask questions, seek clarification, and share their perspective. This dialogue ensures they fully understand your feedback and feel empowered to act on it. Plus, it reinforces that feedback is a tool for growth, not just criticism. 🗣️ #Leadership #OpenDialogue #RemoteCommunication #TwoWayFeedback #GrowthMindset

Not all feedback can be positive, but it’s important to note that negative feedback has a much bigger impact on any worker. As managers, we tend to be busy and often don’t take the time to reach out until there’s a problem. However, this type of intermittent and negatively-weighted communication will leave remote workers frustrated and less productive. When you’re providing negative feedback to remote workers, use the sandwich method. Start with a positive, then give the negative, and then end with another positive. The key is to not end the conversation with the worker dwelling on the negative.

Before you (as a feedback provider) jump into providing feedback to others, invite your feedback receiver to comment on what they think about the situation. The key is to ask them to describe the situation "objectively." Let them talk first. Then, you can build up a two-way conversation more effectively.

The Q in the SBI-Q model is a question that invites the team member to share their perspective and this is a great way to invite dialogue and gives additional context to the situation. It also demonstrates you are open to their feedback and perspective on the matter, which builds trust

Giving feedback means you commit to follow up and support the employee for their growth. Feedback is not a simple act, but comes with a big responsibility. Do not give feedback if you are not willing to help the employee grow in the mid to long-term. You must commit to what you provided as feedback. One indicator of good feedback is how much the employee takes ownership of their growth after the conversation. For example, you can invite the employee to come up with ideas for the next step(s) by asking, "How do we progress our feedback conversation going forward?" Then respect their ideas and follow through.

One of the biggest misses I see among leaders is when they fail to close the loop after a feedback conversation. As a leader, you initiated the feedback - so close the loop! before the feedback meeting ends, be clear on what the team member needs to do to demonstrate they are acting on the feedback. And how you are going to measure progress. I usually set a timeline for when we will do a follow up and put it on the calendar. This creates a level of accountability and ensures the team member is actively working on improvement ideas discussed during the meeting.

Feedback without follow-up is like planting a seed and never watering it. Giving feedback is just the first step. Following up shows that you’re invested in their growth and success. Whether it’s a quick check-in or a more formal review, make sure you’re there to support them as they implement the feedback. It’s this ongoing support that turns feedback into real progress. 🔄 #Leadership #ContinuousImprovement #FollowThrough #RemoteSupport #FeedbackLoop

It’s easy to fall into a pattern with remote workers of just communicating feedback and moving on. However, there’s a lot to learn by opening the door to responses from your remote staff as well. Consider that learning about them, their goals, and challenges can help you better manage them productively. Additionally, you can use them as fresh eyes for plans and ideas you might have. Remote workers have the advantage of not seeing the day-to-day developments on a work project, but still understanding the larger goals of your organization. Their feedback to you can be invaluable. Plus, you get the added benefit of them feeling included in the team.

In addition to following up, it is crucial that you keep the lines of communication open. This can be done by intentionally indicating to your team members that they are free to contact you in the event of any challenges with your preferred mode of communication. This leaves the lines of communication open and encourages members to give feedback and make enquiries despite the distance.

While giving feedback to remote team members. We should always ambiguity. Use precise language and concrete examples to illustrate your points. Instead of saying "good job," say "I appreciate how you handled that client interaction, particularly your patience in addressing their concerns." Provide feedback on specific actions and their impact rather than making assumptions about motivations. When we give specific feedback a sense of belongingness happens and this helps the person accept constructive feedbacks positively.

Catch them doing something right. Feedback isn’t just about pointing out what’s wrong; it’s about recognizing what’s going right. Positive reinforcement not only boosts morale but also reinforces the behaviors and actions you want to see more of. In a remote setting, where team members might feel isolated, this recognition can have an even greater impact. 🌟 #Leadership #PositiveFeedback #RemoteTeamEngagement #ReinforceTheGood #RecognitionMatters

With only our words to convey tone or intent in a remote environment, it’s imperative that we try to be as clear as we can in our feedback. You must make what is obvious to you obvious to your team member. I can’t tell you how many times I’ve worked with a manager who’ll say to me, “ I thought I made it clear that they needed to improve their performance… But when their performance review time came around, they were surprised to hear they were performing poorly. “ Don’t let this manager be you. Your direct report suffers more pain when they are blindsided later down the line than when they are given corrective feedback in the moment at the time of the original underperformance.

One size doesn’t fit all, especially in feedback. Each team member has their own communication style and preferences. Some might prefer direct, straightforward feedback, while others might need a softer, more supportive approach. Tailor your feedback style to fit the individual, and you’ll ensure it’s not just understood but also appreciated and acted upon. 🔧 #Leadership #TailoredFeedback #PersonalizedApproach #RemoteTeamDynamics #EffectiveLeadership

In a remote environment, things get “lost in translation” because of the sheer volume of communication. Chats, video meetings, emails, phone calls… To avoid your feedback getting lost in the din, consider documenting it in writing after you deliver it via video or phone. I don’t mean in an off-hand 2-line chat in Slack, but rather in a paragraph (or two). Write a long-form message that summarizes the conversation and path forward agreed upon. This helps not only solidify into memory the feedback that was discussed but also serves as another point of clarification: Is what is written down understood by both parties, or by only you?

Connect and build a rapport with your team. Using one feedback style can be more damaging than not providing input at all. Instead of guessing what your team prefers. Speak with them, and see how they would like to receive feedback. After you gather all the info that you need, start preparing. When people see that you tried for them, they feel understood and respected. It creates a great working environment for all. This way you will convey your message without a problem. They will listen and work on improving their skills. It's a win-win outcome.