You’re a manager who needs to provide feedback to remote workers. What’s the best way to do it?

The best way to deliver feedback, to all employees regardless of work location, is to do it regularly. Creating relationships where continuous dialog and feedback - both positive and negative - and feedback that flows in both directions makes this a normal part of your day-to-day work and reduces the stress and potential anxiety on both parties. Communicating expectations and if those expectations are being met should not be seen as abnormal, exceptional or a chore. It should simply be a conversation. In terms of the channel it can be by phone, by video, by chat or by email.

Regular Check-Ins- weekly/ monthly makes more effective Focus on Behavior and Impact during the feedback. Offer Support and Resources Document Feedback Encourage Two-Way Communication, considering its remote work! have empathy in the approach. Be open.

As a manager, I would expect the person to know how their team like to communicate best. For some it may be email, for others face to face, but an attempt to match the desired communication style of the team member will always go a long way.

In my experience, Zoom or WebEx are great. They are rich channels with enough texture to deliver the content as close to in person as possible. Be mindful to time zone differences and make sure to clarify your time and their time on the invite.

When choosing the right channel, consider if the feedback is positive, negative, or neutral. The channel should also reflect if the feedback is for an individual or group (team or department). If the feedback is for an individual and is constructive, negative or neutral, a 1:1 video or phone call is best. Although, face to face is better to read the person’s facial expressions and body language. A 1:1 meeting provides a safe environment for the employee and allows for more productive discussion. If the feedback is for a team, a group meeting or call is best. This way everyone hears the same thing at the same time and it reduces any ripple effect with negative or theoretical conversations prior to the information being shared with everyone.

Before any feedbacks sessions are conducted, it’s important to understand what’s going on within the employees of organization which can be understood via conducting some survey and then based on those survey results (which may not be 100% true) we can initiate our conversations and understand pain points and give them feedbacks. Also it’s very important to keep conversations very positive as meetings should not be meant to disrespect any employee or point out to what’s not done. Give them your feedback and appreciate their efforts , understand them and he/she would be a happy employee to work with positive mindset.

If you’re their manager or supervisor, use this time to reflect what your role may be in how the employee is performing. Have you given them the trust, tools, and support they need to succeed? Be sure to include space in the conversation to ask what you could be doing better or what other supports they need from you moving forward.

Providing feedback to remote workers requires a thoughtful approach to ensure effective communication and engagement. Here are some best practices for providing feedback to remote workers: Regular Check-ins Be Specific and Constructive Acknowledge Achievements Create a Feedback Culture Document Feedback Respect Time Zones Utilize Technology Encourage Self-Reflection Follow Up

O mais importante é ter fatos e dados e não atingir a pessoa, é sobre o que as ações geram de impacto ou resultado. Contextualize a situação, o que o comportamento pode melhorar, dê apoio e ferramentas para isso, e explique o impacto.

The SBI (Situation, Behavior, Impact) model for providing feedback is an effective way to ensure that your feedback is specific, actionable, and focused. 1. Situation: Provide relevant details such as the time, place, and circumstances surrounding the behavior to ensure clarity and understanding. 2. Use concrete examples and avoid generalizations to ensure that your feedback is clear and specific. 3. Finally, explain the impact of the behavior on you, the team, or the organization. Describe the consequences or outcomes of the behavior, both positive and negative.

O trabalho remoto traz diversos desafios. E manter uma comunicação aberta com todos, deixando os colaboradores na mesma página é um deles. No momento do feedback não pode ser diferente. Porém, ser respeitoso e solidário é resultado de uma construção de relacionamento. E isso é diário, entendendo as demandas e entregas de cada um. Ser respeitoso e solidário é um exercício cotidiano e necessário a todas as esferas, de liderados a líderes. Assim, o feedback será sempre assertivo e compreensível. Afinal, é sempre necessário ajustes para manter o trabalho no curso, especialmente quando estamos atuando à distância.

Always remember that each one of them has a family, a life and a past. Try to be informed on their financial and/or other problems.

Algo que acho importante é saber reconhecer os desafios e as circunstâncias do colaborador e demonstrar empatia ao fornecer feedback. Oferecendo, inclusive, recursos para ajudá-lo a alcançar seus objetivos.

A manager should be a leader and as a leader he / she must respect and support the co workers , constant feedback and communication must be open .

Especially in times of economic / societal uncertainty, I cannot stress enough that we as leaders need to create an environment of respect, integrity and honesty, so that the employee feels valued and can take in the feedback. Also, one should be particularly aware of any personal influences the macroeconomic situation might have on the individual employee - this can in some cases have a significant (and understandable) impact on his/her performance.

As a remote worker, I value regular check-ins with management, which feel like a supportive embrace. This engagement shows genuine interest in my workload and helps me tackle challenges. Knowing my progress is tracked and receiving both praise and guidance motivates me to excel. My 40-year journey as a pianist reinforces the importance of feedback. Mastering the piano demanded unwavering discipline, instilling in me a robust work ethic underscored by consistent practice, perseverance, and meticulous attention to detail. Embracing constructive feedback and following through on it became second nature, shaping my approach to consistent growth.

Fostering a good and honest feedback culture at an organizational, team and individual level is a prerequisite for actually being able to do proper feedback talks with our employees. Once we embark into the feedback talk, it is important to also finalize and summarize the talk (esp. in cases with negative feedback), so that the employee also can take away the key messages without having to jump on the same feedback discussion again in the next meeting simply because one did not manage to properly finalize the initial feedback talk. For me, it is a sign of respect and professionalism to provide a good framing for feedback talks and the like.

Be open to hearing something you might not expect and / or appreciate. It’s human nature to go on the defensive when hearing a negative comment therefore mentally prepare yourself ahead of time to accept feedback and criticism without emotion, as difficult as that may be.

É preciso criar um ambiente onde os colaboradores se sintam confortáveis para expressar suas opiniões. Além disso, é preciso saber ser claro sobre as áreas que se quer receber informações. E, não menos importante, oferecer diferentes formas de comunicação, permitindo, inclusive que os colaboradores forneçam feedback anonimamente, se desejarem

Be open to hearing something you might not expect and / or appreciate. It’s human nature to go on the defensive when hearing a negative comment therefore mentally prepare yourself ahead of time to accept feedback and criticism without emotion, as difficult as that may be.

In a past role, I had to do employee reviews after only three months with a company; I had six direct reports geographically dispersed in five states. My first step, explain exercise for collective team to complete (during our weekly team meeting), the Why, What and by When. My second step, have team members answer 10 questions that would give me insight on their perception of their performance and team member collaboration, so I could ensure when I provided feedback it took into account their self-evaluation. My third step, for consistency I documented my observations based on the same questions. My final step, setting up 60-minute calls with each team members and sharing my observations so we could have a two-way discussion.

Encourage two-way communication. By actively fostering an environment where remote workers feel comfortable providing feedback as well, you create a more collaborative relationship and ensure that communication flows in both directions. In leadership, maintaining and encouraging a two way communication is an important way to help a leader get the most useful feedback. No leader is an island of knowledge so leadership in a remote environment would succeed where there is; 1. A two way communication 2. Support from the leader because working remotely can be sometimes challenging. 3. Document feedback for future reference 4. Set a communication platform before the commencement of the remote work.

Providing feedback to remote workers is truly no different from giving feedback in person. Remote workers rely on effective and timely communication, so make sure your message is concise, specific, and free from any ambiguity. The power of empathy and true meaningful connection can’t be under estimated- Remember, behind those screens are real human beings with feelings, aspirations, and the occasional craving for a midday snack. Take a moment to understand their unique circumstances and challenges. Show compassion and support, just like you would if you were sitting across from them in a coffee shop. So remember- the secret to giving feedback to remote workers is that it’s not so secret after all and can be replicated in any workplace

Having regular meetings with remote workers, at least bi-weekly, if not weekly, provides regular opportunities for connection and feedback. This way when there is something of concern, it's not an event or big deal, just part of regular improvement process.

Consider the employee’s preferences in terms of communication channels. If you have neurodivergent employees, ask them how they prefer to handle it: a set agenda? Pointers received beforehand so they can get ready? If zoom, with or without camera?

Utiliza herramientas de comunicación claras y efectivas, como correos electrónicos detallados, mensajes directos en plataformas de trabajo remoto y reuniones virtuales bien planificadas. Es importante ser claro en las expectativas y en el feedback. Proporciona feedback regularmente y de manera constructiva. Reconoce el buen trabajo y ofrece orientación para mejorar. Hazlo de manera individualizada y en privado, si es necesario, para evitar malentendidos. Aunque estén lejos físicamente, fomenta la conexión entre los miembros del equipo. Organiza reuniones virtuales informales, promueve la colaboración en proyectos y utiliza herramientas de mensajería instantánea para mantener la cercanía y el sentido de equipo. Promueve que te den feedback.

What's more important here is to make remote workers feel valued, engaged, and motivated to excel in their roles. Priorizing factors such as establishing clear communication channels tailored to each individual's preferences, timely, specific, and actionable feedbacks focusing on both strengths and areas for improvement, creating a culture of open dialogue and trust etc.