What are the most important things to consider when giving feedback to remote workers?

Be clear and straightforward to avoid mix-ups! Don't save feedback for later reviews; regularly check in so they know where they stand. Use video calls for important stuff—it feels more personal that way. Remember, it's not all about criticism; celebrate their wins too. Make it a two-way conversation; really listen to their input. Be mindful of cultural differences, especially if your team is spread across the globe. Give everyone a clear action plan tailored to their needs and work preferences. The goal is to make them feel supported and confident in handling things on their own—make their job easier!

When giving feedback to remote workers, it's essential to: Clarity: Ensure clear, specific, and constructive feedback to avoid misunderstandings. Timeliness: Provide feedback promptly to address issues while they're still relevant. Regularity: Schedule regular check-ins to maintain open communication and address concerns proactively. Positivity: Balance constructive criticism with positive reinforcement to motivate remote workers. Cultural Sensitivity: Consider cultural differences and communication preferences when delivering feedback. Listen: Encourage remote workers to share their perspectives and concerns, fostering two-way communication. Documentation: Document feedback discussions to track progress.

In my experience, timely-constructive-open feedback has really helped remote workers and most importantly the feedback should be on the work and not targeting any individual. There can be multiple channels in executing this but when it's timely it gives the personal and situation utmost importance. Secondly, how constructive it is and without any criticism on his/her past and current. Finally how open the feedback is delivered and how he/she responds at a given situation makes a difference. Feedback is all about a dialogue which strengthens both parties to succeed.

I believe in the concept of feedback matters. We need to keep it clear and need to ensure that delivery must not go wrong. Selection of the right tool and clear expectations setting should be in place. Feedback is required to be specific and should be encouraged with personal experience. My way of sharing feedback is to make sure that the recipient should feel the importance and should realise what he/she did wrong along with the corrective measures.

I believe in providing clear direction and setting high standards for performance while also giving team members the autonomy to take ownership of their work. This approach has helped to cultivate a sense of accountability and ownership among team members, leading to increased motivation and productivity. Since digitial world has bought us closer, even using video calls would help to connect.

When giving feedback to your remote team, be clear and focus on the work, not the person. Mix in the good stuff with areas they can work on, and offer help or tools they might need to get better. Keep the lines of chat open, use tech to make things feel more personal, and be clear about what you expect from them. Catch up regularly, tweak your approach to match what each person prefers, and get them to think about how they're doing too. It's all about helping them grow and keeping things positive.

Recognizing the importance of feedback, whether given remotely or face-to-face, is essential. It is crucial to take into account the environment and ensure it is conducive. To establish a connection, it is suggested to maintain eye contact by turning on your camera. Understanding someone's emotions can be more difficult when they are not physically present. Do not push for them to enable their camera if they seem hesitant. Prepare in advance for your meeting by taking notes to stay focused and be prepared for any unexpected challenges. Summarize, document, ensure comprehension, and schedule a follow-up meeting to keep the conversation flowing.

I feel it has to be crystal clear and specific feedback with suggestions as timebound actionable so that changes in future can be reviewed. It should not be rude, but polite and firm.

You must be specific with the feedback you want to give, with your available data. Highlighting the areas of improvement and corrective action plans, also your feedback session should be SMART to avoid running in circles with your performance drive. Subordinates might want to deviate from the specifics of the feedback session hence the need to have outlined areas of improvement before engaging in the sessions.

Na minha experiencia, usar os exemplos positivos podem ser o melhor caminho deixar claro os comportamentos ou as atitudes que sao esperadas do colaborador. Acredito que isso ajuda a materializar o que é esperado, e como pode ser realizado.

I think one has to be very constructive along with some empathy while giving feedback to a remotely working employee as it’s rare that we get to know each other that well hence it’s important to understand first the employees condition and construct the feedback accordingly. It’s very important that the employee understands the importance of welcoming feedback and positivity.

Praise progress. Praise lifts people, and right now people need lifting People are often quick to notice what’s wrong, but it’s equally important to pay attention to & provide input on what is working. When you praise progress, not only does that person feel great, but it leads them to want to experience that same feeling again. It cements good working habits and behaviour both chemically & intellectually. If people’s goals are observable and measurable, you don’t have to wait until the goal is completed before you can give any praise, you can praise progress. It’s important to catch people doing things right, approximately right, in the beginning, as they’re journeying towards completely right.

I use a very simple practice, it’s called GDD, which I learnt many years ago. The key is to have the person you would like to give feedback to, to start to give feedback for themselves first. And always in this order: 1) what’s good? 2) what’s difficult? 3) what needs to be different? By letting the person go first, within the same context of feedback you would like to give (a meeting, a period of time, a project), you will realise how much someone know themselves. It also enables the person to actually listen. Don’t forget to always “contract” with whoever you would like to give feedback. It might not be the best time for them, whichever the reason.

The key focus of the feedback should be on the action and the subsequent impact. This is applicable while providing either a constructive or an encouraging feedback. It is critical that the individual providing feedback emphasises on this aspect to ensure the aftermath follows appropriate correction or continuation of the action in discussion. Whilst we may agree on a “sandwich” approach, isolating constructive and encouraging feedback provides more clarity and sense of direction to the recipient.

We always get defensive when someone give us any negative feedback even if we know it is 100% true but still the defense mechanism activates automatically, I belive the best way is to start with the positive even if it is 1% atleast will lower the tension and make sure the person is ready to receive.

Being timely and consistent while working from home is essential for meeting deadlines, building trust, maintaining workflow, and fostering effective communication and collaboration with colleagues. It also contributes to accountability, work-life balance, professionalism, adaptability, and continuous improvement.

Timeliness and consistency are key when giving feedback to remote workers. Providing feedback promptly after an event ensures its relevance and maximizes its impact, allowing workers to quickly correct mistakes or reinforce positive behaviors. Delays in feedback can lead to feelings of neglect and diminish its effectiveness. Moreover, feedback shouldn't be limited to formal reviews; it should be an ongoing process. Establishing a regular routine for feedback ensures that it becomes a consistent part of your communication, fostering an environment of continuous improvement and open dialogue. This approach not only supports immediate adjustments but also contributes to long-term development and engagement

When I had my teams in Romania and the Philippines, I kept regular 1:1s that always had the same structure. The overall day to day of my direct reports always followed the same pattern, but above all, it was measurable. So every week I'd point out how the different numbers had changed WOW. There were times when I gamified it, and that yielded excellent results.

Prioritizing timeliness and consistency, feedback becomes a valuable and predictable tool for the development and success of remote workers. 1 Timeliness: Provide prompt feedback for immediate insights, addressing issues or celebrating achievements while information is fresh. 2. Consistency: Maintain a regular feedback schedule, establishing stability for remote workers' professional development. 3. Real-Time Recognition: Acknowledge achievements in real-time, fostering a culture of immediate recognition. 4. Regular Check-Ins: Schedule consistent check-ins to discuss progress, challenges, and goals, promoting ongoing communication.

Timeliness: Offer feedback promptly. Delayed feedback can diminish its relevance and impact, making it harder for the recipient to connect the feedback with th

Two-Way Communication: Feedback should be a two-way street. Encourage dialogue, allowing the recipient to ask questions, provide their perspective, and discuss challenges they’re facing. This can lead to more effective solutions and stronger mutual understanding.

Remote working invites a 2 way communication. Although we may have governance on the task, project, work hygiene, etc., we do not have a real time visibility on the challenges one might encounter while working remote. This in itself encourages to understand the overall situation which has led to a specific feedback worthy instance. Seeking inputs from remote workers also allows for your feedback to be more specific and helpful. Plus these inputs can also be used for understanding similar pattern with other members and design solutions towards such constraints.

Creating a culture of open communication and receptiveness to feedback is vital in remote teams. Encouraging dialogue and actively listening to remote workers' insights not only fosters trust but also promotes collaboration and continuous improvement. It's essential to create an environment where everyone feels heard and valued.

Trust is essential when it comes to remote working and needs to be demonstrated by all parties involved. Being able to rely on those who are working remotely to get the job done is essential and allowing them the flexibility to do this is the reciprocal benefit the remote worker can enjoy. All parties need to be open to sharing when it comes to whether this channel is working and what can be done to enhance it when there are challenges. Remote or face to face, it's still a human interaction after all.

Tenho como prática sempre solicitar feedback no final do processo. Isso ajuda a tornar o momento mais transparente e de mão dupla, aumentando o comprometimento de ambos lados na busca de resultados efetivos para os problemas discutidos.

In terms of being flexible and adaptable, I think it's really important to remember that your workers sometimes just want to vent and are not necessarily looking for you to solve their issue. From a situational leadership perspective, some of my workers and I have gotten short-hand about what the conversation is about (informational, vs need for education, vs need for intervention on their behalf, etc). When you state these things up front it allows you and your workers to be flexible and adapt the feedback to what they specifically need in that instance.

They must readily adjust to changes in work processes, technology, and communication methods. Flexibility entails being open to alternative work arrangements and schedules, while adaptability involves quickly learning and mastering new tools and techniques. By progressive change and proactively seeking solutions, remote workers can thrive in diverse work settings and effectively contribute to their teams' success.

In these changing times, your direct reports may have a different minset due to different factors like their environment, generational gaps, and so on. It is important to note that we have different reactions to different stimulus so we can effectively relay the message and get the expected outcome.

Regardless of the work arrangement (onsite or remote), the fundamental principles of giving feedback remain consistent. Timeliness, specificity, and balance are key elements for effective feedback. However, some nuances that deserve special attention in case of remote employees: 1. Cultural Differences: Being aware of and respecting these differences is crucial to effective communication. Cultural nuances can influence how feedback is received and interpreted. 2. Connection and Engagement: Remote workers may sometimes feel isolated due to physical distance. Using video conferencing whenever possible helps to establish a more personal connection. It allows for visual cues, making communication more nuanced and fostering a sense of presence

I love in person interactions with human beings and definitely miss it in today’s virtual interconnected world. While managing a remote workforce, it is difficult to decipher an individuals’ verbal and non verbal reaction to the feedback given. 1️⃣ Feedback has to be ‘constructive’, given with clear examples and suggestions on how the individual can do better. 2️⃣ Regular check ins should be done with the person 3️⃣ Feedback is never a ‘one size fits all’ and needs to be delivered with passion and empathy. It will be different depending on the EQ and IQ of the individual getting the feedback. Most importantly, it should be specific and timely. Never delay feedback, whether it is positive or negative.

My two cents would be to have a video call while sharing feedback, start with general gesture and talking about their families and gradually communicate feedback. The feedback should be two way communication, both should understands the inity gritty of the situation and eventually would to mutual concerns. Always treat feedback as suggestion for improvement, don't ever quote a word feedback. It would bring negative feeling for the receiver that he/she are cornered. The above piece of information can be called "Video calling with deep talk"

When preparing feedback for someone, it's important to consider both: their personal and professional maturity levels. This thoughtful prework significantly aids in how your perspective will be received and interpreted. Do not expect a reasonable maturity level only because you are in the work environment. Work environments are made of people transpiring emotions in different frequencies.

La retroalimentación al equipo de trabajo debe partir del concepto en el que yo, como líder, estoy jugando un papel de guía para el crecimiento y el desarrollo de una persona. Escuchar, ser empáticos, mostrar con ejemplos mi ser, ha sido un factor clave para que el equipo sea receptivo. Habrán aspectos técnicos y de conocimiento que también tendremos que fortalecer, pero este conocimiento sin humanización se puede quedar en una certificación, un papel. Para mí la retroalimentación coadyuva en la identificación del porqué estoy aquí y cómo, el ahora, me está transformando para lo que viene a futuro.