What effective feedback strategies can you use remotely or asynchronously?

Expectations and criteria are essential. But make sure you do two things. 1. Share your expectations before you use them so staff are very clear, and 2. Use them. The worst thing you can do is set expectations and certain criteria and then 'grade' them off something else. Do these two things and your staff will appreciate you.

To nail giving feedback when you're not in the same room, or even in the same time zone, it's all about making it feel personal and actionable. First off, get straight to the point and be specific about what rocked and what could be better – no beating around the bush. A cool trick is to use videos or screen shares; it's like being there in person, showing exactly what you mean instead of leaving them guessing. Timing's also key; hit send when you know they're ready to dive in, not when they're about to log off. Make sure to mix the good with the not-so-good, so it doesn't feel like a downer. And always, always make it a two-way street – invite their thoughts and make it clear it's all about growing together.

Effective feedback in remote settings involves clear expectations, timely responses ⏰, specificity, constructive criticism and use of technology 📱. Encourage self-reflection 🤔, maintain open dialogue 💬 and offer positive reinforcement 👍. Follow up, set goals 🎯 and promote peer feedback 🤝. These strategies facilitate growth and collaboration, ensuring success in remote or asynchronous environments. 🚀

Timing is key when it comes to feedback! Give it immediately or as soon as possible. Remember to be in a calm emotional state when you give feedback, and check your motives first.

A quick self-recorded video can be a good vehicle to give specific feedback. Don't make it long, and only use it for one point at a time (don't send someone a 30-minute feedback video). And, sometimes, an old-fashioned phone call is the best way to provide feedback.

1. When providing feedback remotely, be as specific as possible. Avoid general comments and instead, focus on particular actions or behaviours and their impact. This helps the recipient understand exactly what they did well or what needs improvement. 2. Choose the most appropriate communication medium for your feedback. While written feedback is valuable for its clarity and thoughtfulness, video or voice messages can convey tone and nuance, making feedback feel more personal and supportive.

Give your staff time to reflect on feedback - encourage it. Feedback that is ignored is pretty useless. I like to provide some tools to use for reflection: - Journaling strategies - Series of questions to answer - Etc. Some people won't know how to do this - so by providing this you give them a starting point and they will become better at self-reflection.

1. Encourage team members to assess their own work before providing your feedback. Ask them to identify strengths and areas for improvement. 2. Provide guiding questions that help the recipient reflect on their performance. Questions could relate to how they approached the task, what challenges they encountered, what they learned, and how they could improve in the future. 3. Work with the individual to develop a personal development plan based on the feedback; use SMART goals. 4. Establish a culture of continuous feedback, where regular check-ins and updates are part of the workflow. 5. Keep a record of feedback provided for future reference.

In my experience, leaders and managers who actively seek out feedback and actually apply it create environments that encourage everyone else to do the same. If you accept feedback, but nothing changes, your staff will see that you do not really care about the feedback (or that you believe you are above it).

Remote feedback strategies include: Scheduled Check-ins: Regularly scheduled virtual meetings for progress updates Written Feedback: Detailed comments via email or messaging platforms Voice Recordings: Provide personalized feedback via voice messages Screen Recordings: Demonstrate specific points or areas for improvement Feedback Forms: Use online forms for structured feedback collection Peer Feedback: Encourage colleagues to provide input on projects Feedback Surveys: Periodic surveys to gather insights and suggestions Feedback Channels: Establish dedicated channels on communication platforms Performance Dashboards: Accessible dashboards for self-assessment and reflection Feedback Loops: Ensure clarity on action items and follow-up steps