Veja como você pode fornecer feedback de forma eficaz aos funcionários remotos.

Set a standard cadence for virtual check ins with your remote direct reports. Individual needs will vary, and great leaders will accommodate each individual. Offer support, guidance, and remember that feedback is a gift. An employee has to know that performance is not ideal in order to change behavior and most employees really want to perform their best.

Quality feedback for remote workers as follows; - direct email to them asking for availability for a video meeting or phone call - getting to understand how to deliver the feedback, direct way, indirect way - encouraging the member to voice their opinion, concern and also to give feedback

The importance of timing cannot be understated! Managers should take into account the unique communication styles (and sensitivities) of each of their employees. Scheduling feedback sessions too far in advance may put one employee on-edge, but may be preferred for another.

Firstly, setting the context is paramount. Scheduling a dedicated time free from distractions demonstrates respect for their time and allows both parties to mentally prepare. Clearly stating the purpose of the feedback session, emphasizing support for their growth and development, encourages open dialogue.

Effectively providing feedback to remote employees is vital for their growth and engagement. Schedule regular one-on-one video meetings to discuss performance and goals. Offer specific and actionable feedback, focusing on behaviors and outcomes. Utilize screen-sharing and document collaboration tools to provide visual examples and clarify expectations. Use positive reinforcement to acknowledge achievements and motivate remote workers. Be empathetic and understanding of remote challenges, such as time zone differences or technology issues. Encourage open dialogue and active listening to address concerns and find solutions collaboratively.

Choosing the right medium is essential. Video calls or phone conversations add a personal touch, fostering a sense of connection despite the physical distance.

Schedule a video call to have a real-time, face-to-face conversation. Frame the feedback in a constructive, specific manner, focusing on both areas for improvement and strengths. Actively listen to their perspective and concerns. Agree on clear action points and follow-up timelines. Document the feedback discussion for future reference. Maintain an open and supportive communication channel for ongoing coaching and development, despite the physical distance.

Having a weekly 1on1 with each of your team mates is a good way to create cadence and structure when it comes to feedback and communication. Good practices in delivering feedback also apply to both remote and non-remote settings, so do not let the remote setting feel 'complicated'. Gather data\examples, share timely feedback, structure a conversation and remove blockers.

Having regular one-on-one meetings with your team members, whether through video calls or phone calls, facilitates constant communication with remote employees, enabling ongoing support and assistance to improve their performance.

Opt for Effective Communication 📞 The medium you choose for delivering feedback can significantly impact its reception. For straightforward or positive feedback, a written format like email may suffice. However, for more nuanced or constructive feedback, opt for video calls or phone conversations. These methods allow for richer communication where tone and nonverbal cues are visible, making the exchange more personal and effective. Ensure the technology used is reliable to avoid any disruptions during the conversation.

Try to be as concise and on-point about where you wish to see those improvements. Let people know "Anything which can be measured can be improved". Help them by giving constructive feedback. Give them metrics where they can track their performance and adjust the gap between ideal performance and their current performance. They themselves will understand that numbers never lie :)

Provide feedbacks that are specific and offer actionable suggestions for improvement. Make sure that the feedback aligns with the individual's role and clearly communicate what we are expecting and ensure that they understand what is expected of them and how their performance are being evaluated.

People often fail at this step, because they feel that being specific is 'rubbing salt in the wound' so to speak. This couldn't be further from the truth. You're in fact doing the employee a disservice if you're NOT specific with your feedback. Put yourself in their shoes - you need to know what you're doing that needs improving, and getting an example of a past instance will help you understand exactly what's being asked of you. It may seem kinder on the face of it to be vague, but it's actually kinder to be specific, give examples and clearly articulate to the employee what needs to change in order for their performance to improve.

Being specific in feedback is equally important. Tailoring feedback to the individual's role and goals ensures its relevance and usefulness.

In my view, it's very important to be specific. Instead of saying, "Your work needs improvement," you could say, "I noticed that in your last report, there were a few formatting errors. Could you please review and correct them?" This helps the employee understand exactly what they need to do to improve. For example, instead of saying, "Your presentation was unclear," you could say, "I think adding more visuals to your slides could help clarify your points for the audience." This way, the employee knows exactly what to focus on to make their work better.

Balancing feedback is another key aspect. Alongside areas for improvement, acknowledging achievements and strengths helps maintain motivation and morale.

Para brindar retroalimentación efectiva a empleados remotos, se debe equilibrar el reconocimiento y las sugerencias de mejora. La comunicación debe ser clara y constante, a través de videoconferencias para una conexión más cercana. Ofrecer comentarios constructivos que resalten la contribución del empleado y proporcionar recomendaciones específicas para su desarrollo profesional. Además, el reconocer públicamente los logros fomenta la motivación y crea un ambiente de trabajo positivo. Practicar la escucha activa y mostrar empatía, reconociendo las situaciones particulares del trabajo a distancia. Establecer objetivos claros y expectativas definidas ayuda a evitar confusiones y guía a los empleados hacia resultados concretos.

Alway remember that remote employees lack the advantage of face-to-face interactions, making it crucial to balance feedback effectively. Without visual cues, it's harder to guess the tone and body language. When delivering feedback, follow the STAR method: Situation, Task, Action, Results. Be detailed in defining their contributions in tasks/projects, highlighting both strengths and areas needing improvement. Offer your perspective and invite their suggestions for support or resources. Show genuine support by welcoming them with open arms, not just in words but in actions. But the major feedback is to keep the conversation private, ensuring it's a safe space for open dialogue between you and them.

It's important to be clear and empathetic. Start by highlighting what they did well, like how they handled a project deadline or improved communication. Then, gently discuss areas for improvement, such as suggesting ways to enhance their presentation skills or time management. Remember, remote work can be isolating, so offer support and encouragement. For instance, you could say, "I noticed you've been managing your time well. Maybe we can explore some strategies together to make your presentations even more engaging?" This approach fosters a positive and constructive dialogue, helping remote employees feel supported and motivated.

Start with Positives: Begin by highlighting what the remote employee is doing well. Address Areas for Improvement: Offer specific suggestions for improvement in a supportive way. Encourage Growth: Emphasize that feedback is about growth and development, not criticism. End on a Positive Note: Conclude by reaffirming your confidence in the employee's abilities and support for their success. By keeping your feedback simple, clear, and balanced, you can effectively motivate remote employees to improve while maintaining a positive relationship.

As businesses increasingly transition to remote work environments, providing effective feedback to remote employees has become a critical aspect of ensuring their success and productivity. By utilizing various communication tools and strategies, supervisors can maintain open lines of communication, deliver constructive feedback, and offer support to remote employees. It is imperative to establish clear expectations, set regular check-in meetings, and provide specific, actionable feedback to help remote employees understand their strengths and areas for improvement.

Offer Support: Empower remote employees by offering resources, guidance, and support to help them address feedback and overcome challenges. Provide access to training materials, mentorship opportunities, or additional support channels as needed.

After identifying areas for improvement, extend support to your remote employees to help them achieve their goals. Provide resources, training, or mentorship opportunities to aid in their development. Demonstrating organizational investment in their success fosters a culture of continuous learning and improvement. By offering support, you empower your remote team members to overcome challenges and thrive in their roles, contributing to overall team success.

When offering feedback to remote employees, aim to be specific and supportive. For instance, instead of saying, "Your work needs improvement," try, "Could you provide more detail in your project summary?" This approach helps employees understand what they need to work on without feeling criticized. Additionally, offering examples, acknowledging effort, and encouraging improvement can foster a positive and constructive feedback environment. Let employees know you're there to support them by offering assistance and encouraging open dialogue.

Use feedback sessions as an opportunity to discuss professional development goals and opportunities for growth. Provide guidance and support to help remote employees improve their skills and advance their careers. Maintain a supportive and encouraging tone when delivering feedback to remote employees. Offer praise and recognition for their efforts, and demonstrate empathy and understanding when addressing challenges or areas for improvement.

Follow Up: Follow up on feedback discussions with remote employees to track progress, address any lingering concerns, and provide ongoing support. Schedule regular check-ins or progress reviews to ensure accountability and continued growth.

Keep scheduling meetings to see how things are going and solve any new issues. This shows you care about the employee getting better and ensures feedback helps. Regular check-ins also help you bond with remote workers, making future feedback talks easier and more useful.

Remote employees can sometimes feel like they are isolated or on an island, alone. In my experience, it is important to do two things consistently: - Budget a few minutes on group calls to discuss non-business things. Remote employees do not get "watercooler" chats, so it is important to allow time to be personable and casual. - As a leader, make sure you explain or keep remote employees updated on larger, broader strategies or initiatives. It will help provide color and the "why" of what they are doing and what they are contributing towards. Additionally, it will help them feel more integrated and less alone.

Additionally, creating a culture of feedback and recognition can motivate remote employees to excel in their roles and contribute to the overall success of the organization. By implementing these strategies, supervisors can effectively provide feedback to remote employees and foster a collaborative and productive remote work environment.

There's not really any magic secret to offering feedback to a remote employee. The same general principles apply that would apply to an on-site employee. Principles such as empathy and the need to be concrete transcend any work location.

Schedule a video call to have a real-time, face-to-face conversation. Frame the feedback in a constructive, specific manner, focusing on both areas for improvement and strengths. Actively listen to their perspective and concerns. Agree on clear action points and follow-up timelines. Document the feedback discussion for future reference. Maintain an open and supportive communication channel for ongoing coaching and development, despite the physical distance.