Mastering the Art of Remote Feedback

Mastering the Art of Remote Feedback

The value of constructive feedback is well documented. Most sources agree that it leads to happier, more motivated, and more productive employees who stay in their jobs longer. However, providing constructive feedback to employees has always been a nerve wracking challenge for managers. And now, with remote work having comfortably settled itself into the modern work environment, a new set of complexities has been introduced, which makes providing feedback even more difficult and has become a pressing concern for many managers. So, what steps can be taken to help ensure your employees receive your feedback in a positive and constructive way?

To answer this question, we first need to understand the unique challenges of the remote workforce as it relates to performance and feedback. According to recent studies, the majority of remote employees note that they receive less feedback than colleagues based on-site. And of the feedback given, most of it is corrective, rather than positive. Add to this that remote workers are more susceptible to feelings of isolation, anxiety, and stress, they will probably have a disproportionately strong response to criticism (a phenomenon known as negativity bias). Next, let’s consider the impact that a remote workforce has had on managers and their ability to effectively manage the performance of their teams. The shift to delivering feedback remotely has been absolutely daunting for managers, even for those who are well trained in providing feedback. The fear is that employees will react badly (negativity bias), which results in feedback either being forgotten or avoided completely.

Rather than foregoing the process altogether, let’s look let’s look at some practical strategies that will help ensure your employees receive your feedback in an undistorted manner:

• Start the feedback session asking questions: Begin the discussion by asking questions to understand how the employee perceives their work and to identify any challenges they may be facing that could be impacting their performance.

• Opt for video feedback sessions: Conduct feedback sessions via video calls whenever possible, especially if sensitive topics will be discussed. Video communication helps employees feel more connected and comfortable. Managers can utilize their non-verbal cues to establish the desired tone of the conversation, provide clarity, and gauge the employee’s response to the feedback.

  
  This enables them to adjust their approach accordingly and ensure effective communication.

• Use the “sandwich method”: Instead of jumping straight into criticism, provide some praise or appreciation for what the employee is doing well. The “sandwich method” involves starting with a positive, then providing constructive feedback, and ending with another positive. This approach demonstrates your intention to support their professional development and improvement.

• Provide context: When delivering feedback to remote employees, providing context becomes even more essential. Without the benefit of in-person interactions, it’s crucial to offer clear explanations and provide background information to ensure that the employee understands why they are receiving the feedback. By prioritizing context, managers can effectively bridge the gap created by remote work and foster meaningful exchanges with remote employees during meetings.

• Schedule regular check-ins: Offer the opportunity to connect with the employee on a weekly basis to review tasks together is helpful especially in a virtual setting where interaction can be limited. Regular check-ins allow the manager to address any issues hindering their performance, provide guidance or resources that the employee needs to successfully do their work and show commitment to working as a team. They also provide a chance for the manager to build a better understanding of the employee and establish trust through consistent interaction.

• Encourage employee reflection: Allocate time at the end of the conversation for the employee to share their key takeaways from the feedback discussion. Additionally, give them an opportunity to address any other issues they would like to discuss related to the feedback. This encourages active participation and ensures a shared understanding of the conversation.

Overall, providing constructive feedback in a remote work environment presents unique challenges for managers. However, by employing the strategies shared here, we can navigate these obstacles and foster a culture of growth and development within our remote workforce. Starting with open-ended questions, utilizing video calls, incorporating the “sandwich method”, providing context, scheduling regular check-ins , and encouraging employee reflection all contribute to creating a feedback process that is effective and beneficial for both the employee and manager. By embracing these approaches and adapting our communication methods, we can ensure continuous improvement, stronger employee relationships, and ultimately, success in our remote working environment.

Remember, feedback is a powerful tool for growth, and with the right strategies, we can create a supportive and thriving remote work culture.

For more information on managing a remote workforce, or for support in helping your managers have constructive performance discussion, please tap into the team of experts at Renewed HR and see how we can help.

Resources:

“Giving Critical Feedback Is Even Harder Remotely.” Harvard Business Review, 26 Jan. 2021

“5 Tips for Providing Feedback to Remote Workers.": Remote.co

“How to give remote work feedback and remove the negativity bias.” Talent LMS, 21 Nov 2022