Quelles sont les meilleures pratiques pour donner et recevoir des commentaires dans un environnement de travail à distance?

Feedback provides individuals with valuable information about their work, behavior, or performance, helping them identify areas of strength and areas for improvement, if this enables continuous learning and development, ultimately leading to professional growth and success. Constructive feedback offers clear and specific guidance on what is working well and what can be improved, of this clarity helps individuals understand expectations and standards, enabling them to align their actions with organizational goals and values. Feedback holds individuals accountable for their actions and performance, and by providing feedback on both strengths and areas for improvement, individuals are encouraged to take ownership of their work!

💬Use clear and specific language to provide constructive feedback. 🕒Schedule regular feedback sessions to ensure consistency. 🔍Focus on behavior and outcomes, not personal attributes. 📞Prefer video calls for delivering important feedback to convey non-verbal cues. 📄Document feedback and agreements for future reference. 📚Offer actionable suggestions for improvement. 🔄Encourage a two-way dialogue to understand perspectives and clarify points. 🎯Recognize achievements publicly to motivate and build team morale.

--> Giving feedback effectively involves being specific and timely, balancing positivity with constructive criticism, and offering actionable suggestions for improvement while fostering open dialogue. --> Receiving feedback requires staying open-minded, seeking clarification when needed, expressing gratitude, and focusing on improvement by setting goals and using feedback for self-assessment. ==>Both parties should prioritize clear communication and follow-up to ensure continuous growth and collaboration in remote teams.

When Jesus washed His disciples' feet, He gave them feedback in the form of service, teaching them to lead with humility and love (John 13:14-15). In a remote work environment, follow His example: give feedback with humility, focusing on lifting others up rather than tearing them down. To receive feedback, embrace it as a Divine opportunity for growth, recognizing that it is God working through your colleagues to refine you into a better leader. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

When God called out to Samuel in the night, He patiently repeated His message until Samuel understood and responded, illustrating the importance of clear, persistent communication (1 Samuel 3). In a remote work environment, feedback must be timely, specific, and consistent to bridge the physical distance and nurture growth. By delivering feedback with clarity and receiving it with humility, you create a Divine cycle of learning, motivation, and trust that keeps remote teams aligned and thriving. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Giving feedback in a remote work setting, it's important to be clear, specific, and constructive. Instead of simply pointing out what an employee did wrong, offer suggestions for improvement and provide examples to support your feedback. Additionally, make sure to deliver feedback in a timely manner and be open to discussing it further if necessary

Candid! People say justice delayed is justice denied. Drawing parallels, if we need to seed growth across team members, a leader will have to call a spade a spade,looking at the EQ aspect though, this feedback for me, can be delivered in the most candid way in a one-to-one conversation. When delivered in the right balanced way, enroute this one-to-one conversation, this feedback can deliver magic. Constructive feedback can amplify the growth in many ways. On the flip side,as a leader, one has to "listen" from the other side showing much interest. In many cases, this small conversation, where you are leading a calm ear, suffices for all the conflict management. Deliver with grace, accept with grace, #grow.

Consider Nathan's approach when he gently but firmly confronted King David, choosing the right moment and words to deliver his Divine message. In a remote work setting, give feedback by scheduling a convenient time, using the appropriate channel, and being clear and specific with concrete examples. Maintain a balance of positivity and empathy, avoiding vague statements and harsh language, while acknowledging efforts and expressing support, much like Nathan's wise and compassionate delivery. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Giving effective feedback in a remote environment requires a careful and structured approach. It is crucial to approach feedback with empathy and clarity, focusing on concrete facts and avoiding personal judgments. I find it advisable to follow a structured model, such as the “situation-behavior-impact” model. First, describe the situation objectively, then comment on the observed behavior, and finally explain the impact of that behavior on the team or project. It is important that the feedback is timely, specific and focused on development, not criticism. In addition, when working remotely, it is essential to use communication tools that allow clear and open interactions, such as video calls to avoid misunderstandings.

* Schedule Dedicated Time: Avoid giving feedback casually or during unrelated meetings. * Be Specific and Actionable: Provide clear examples of behavior or work that you’re addressing. Avoid vague statements. * Use a Balanced Approach: Offer both positive and constructive feedback. Provide suggestions for improvement. * Be Mindful of Tone: Written feedback can sometimes come across as harsher than intended . In a remote setting where non-verbal cues are absent. * Provide Context: Ensure the recipient understands the bigger picture. Explain why the feedback is important *Offer Support: Make sure your feedback includes ways to help the recipient grow. * Follow Up: CHECK on progress and provide further support if needed.

Receiving feedback in a remote work environment requires openness and willingness to improve. It is important to listen actively, avoiding reacting defensively or impulsively. Rather than viewing feedback as criticism, it is helpful to focus on how it can help personal and professional growth. Asking for specific examples and clarifying any doubts is essential to make sure you understand the message correctly. It is also helpful to show gratitude for the feedback received, which demonstrates emotional maturity and a willingness to learn. Finally, once the comments have been processed, it is valuable to reflect on them and develop an action plan to improve in the areas noted.

A great way to enhance the experience as a receiver is to encourage and be supportive of a camera-on approach in virtual feedback meetings. This not only enables heightened visibility of the feedback provider (where you can connect through body language and gestures alongside verbal cues) but also allows your non-verbal responses to be clearly visible, cutting out the vagueness or guesswork in communication. Making eye contact further establishes that you are receptive to the feedback, and you are able to provide additional assurance through your non-verbal responses (nodding, facial expression, etc.)

Leaders should be transparent, supportive, and approachable, fostering trust and respect. By listening actively and recognizing achievements, they can inspire their teams to excel, even from a distance.

When God sent prophets like Samuel to provide guidance, leaders like David listened with humility and a willingness to learn. In a remote work environment, receive feedback by being open and reflective, showing gratitude for the insights shared, and asking clarifying questions. View feedback as a Divine opportunity for growth, set realistic goals, follow up on progress, and maintain regular communication to demonstrate your commitment to continuous improvement. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

In remote work, feedback is like a Divine mirror that reflects both the opportunities and challenges you must conquer. When God speaks through others' critique, receive it with humility, silence your ego, and examine it in the light of personal growth. Reflect on the feedback in prayer or quiet meditation, and let the seeds of improvement root themselves into measurable actions, always updating your progress transparently with your team. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Grow Model is also the one to immerse in your feedback tools. It helps focuses on coaching and personal development. Start with the individual's goal, assess the current reality, explore options to bridge the gap, and conclude with an action plan.

In my opinion and especially in the remote context, the “SBI” (Situation, Behavior, Impact) feedback model is one of the most effective. This model, as suggested in “Authentic Leadership” (HBR Emotional Intelligence Series), focuses on describing a specific situation, the behavior observed in that situation and the impact of that behavior. This approach helps provide clear and objective feedback, avoiding misunderstandings and allowing the recipient to better understand how his or her actions affect the team. It is a structured method that facilitates accurate and non-invasive feedback, promoting growth and continuous improvement.

Think of Jesus guiding his disciples with clarity and compassion, always providing constructive feedback to elevate their faith and actions. Utilize feedback models like SBI, STAR, and RISE to give and receive feedback effectively in a remote work environment. The SBI model (Situation, Behavior, Impact) helps you describe the context and impact of behaviors, the STAR model (Situation, Task, Action, Result) aids in receiving feedback constructively by outlining actions and results, and the RISE model (Reflect, Inquire, Suggest, Elevate) fosters a collaborative and supportive feedback process, much like Jesus' teachings. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Feedback Models: 1. The SBI Model (Situation-Behavior-Impact) Situation: Describe the context in which the behavior occurred. Behavior: Explain the specific behavior that you observed. Impact: Share the effect that the behavior had on you, the team, or the project. 2. The STAR Model (Situation-Task-Action-Result) 3. The Pendleton Model A structured model for feedback that emphasizes positive feedback before addressing areas for improvement. 4. The COIN Model (Context-Observation-Impact-Next Steps) 5. DESC Model (Describe-Express-Specify- Consequences)

Creating a strong feedback culture in a remote work environment is critical to the success of the team and can only be created by example, by company management. In this regard, I find what Marshall Rosenberg highlights in “Nonviolent Communication” very interesting: it is important to establish clear norms that promote honesty, respect and empathy. These norms should include the practice of giving feedback on a regular basis, not just in crisis situations. Furthermore, in a remote environment, it is vital that feedback is inclusive and accessible to all, regardless of geographic location.

Imagine the early Christian church, where believers shared everything, encouraged one another, and grew stronger through mutual support and Divine guidance. In your remote work environment, cultivate a feedback culture by setting clear expectations and integrating feedback into daily routines, much like those early Christians who communicated openly and regularly. Celebrate and reward feedback, recognizing achievements and sharing success stories to foster a positive and thriving team atmosphere that mirrors the unity and growth of the early church. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

If I wished to give positive feedback to someone who was working remotely from home, it would sound like this. "I only wish you were here with me at the office, so I could thank you in person for what I great job you did."

Leadership is constantly evolving, and while criticism is being delivered in different ways today — the crucial point is that it absolutely needs to be delivered. Criticism truly makes us better! So, if you’re not receiving criticism — don’t be afraid to ask for it….. And if you’re not delivering criticism — shame on you! I know that was harsh — but leaders create leaders, and it’s not always rainbows, unicorns, and lollipops. Leadership requires tough conversations, uncomfortable truths, consequential decisions, and necessary sacrifices.

In a remote work environment, effective feedback is crucial for growth and alignment. To give feedback, be specific and constructive, focusing on behaviors and outcomes with clear examples and actionable recommendations. When receiving feedback, remain open and reflective, asking clarifying questions if needed and avoiding defensiveness. Utilize feedback models like SBI (Situation Behavior Impact) and tools such as feedback forms or communication platforms to structure your approach. Foster a feedback culture that encourages regular, honest exchanges and integrates feedback into daily interactions, balancing recognition of achievements with areas for improvement.

Consider how Jesus washed His disciples' feet, demonstrating servant leadership and profound humility. In your remote work environment, lead by example by being the first to give and receive feedback graciously and constructively. Share personal stories of growth and transformation through feedback, showing your team that true leadership involves humility, continuous learning, and a commitment to the collective Divine mission. #divineintervention #gabenfreude #MentalHealthAwarenessMonth