O que você faz se os membros da sua equipe remota precisarem de feedback?

I always thought that the best way to give feedback is for people to start evaluating themselves. Ask them what they think they did good or could do better. Then take a discussion.

Frustrated giving feedback to remote teams? Pick the right tools! Forget endless emails. Consider video calls for complex discussions or instant messaging for quick pointers. Match the tool to the feedback - video for strategy chats, messaging for edits. The right tool keeps your remote team engaged and ensures clear, effective feedback.

If my remote team members need feedback, I provide timely and constructive feedback to support their work and development. -------------------------------------------------------------------

📝 Feedback Process for Remote Teams: Scheduled Check-ins: Regularly schedule one-on-one or team meetings for feedback discussions. Clear Communication Channels: Establish clear channels (e.g., email, video calls, messaging platforms) for team members to request and provide feedback. Constructive Feedback Culture: Encourage open communication and constructive feedback exchange within the team. Timely Responses: Respond promptly to feedback requests to ensure timely support and guidance. Documented Feedback: Document feedback discussions and action items for future reference. Training and Development: Offer training and resources to enhance feedback-giving and receiving skills among team members.

Choose the right tools and platforms depending on your needs: Slack is great for quick exchanges, Zoom/teams for face-to-face discussions, project management tools like Trello, Monday or Asana will help for detailed feedback on tasks. These tools bridge the distance gap, ensuring seamless communication and fostering a collaborative environment where feedback flows effortlessly. Choose wisely, discuss with the team if the tools are working for everyone and watch your remote team thrive.

Selecting the right communication tools for remote feedback is like being a medieval messenger - you've got to carefully choose your carrier pigeon based on how quickly and discreetly you need to deliver those performance notes. * Implement a "Messenger Code" system where different emojis to signal the urgency and medium for feedback. A bomb emoji? Better hop on video. A dove? That's a softer email nudge. * Use Miro as your virtual collaboration whiteboard! It's the same principle as doing brainstorming on a big board together, just online instead!

Effective communication tools are essential for remote teams. Video conferencing fosters personal connections, while email and collaboration software serve as effective alternatives, ensuring clarity and maintaining a personal touch.

Remote feedback blues? Schedule it right! Don't rely on chance encounters. Block dedicated time with each team member for focused feedback sessions. This ensures clear communication, eliminates distractions, and shows your team you value their growth. Regular check-ins keep remote teams on track and thriving.

— Schedule 1:1 sessions with each team member for feedback while being specific and straightforward. — I do not recommend setting a certain limit for each meeting, but make sure that you value your time as well.

If your remote team members need feedback: • Establish consistent communication channels such as video calls or messaging platforms to provide timely feedback. • Offer clear, actionable feedback that focuses on areas for improvement and highlights strengths. • Prompt team members to reflect on their own performance and identify areas where they need feedback. • Create a supportive environment where team members feel comfortable seeking feedback and asking questions. • Leverage collaborative tools and software platforms to facilitate feedback exchange and document progress. • Ensure follow-up discussions to track progress, address any concerns, and provide ongoing support.

Don't provide random feedback without 'preparing' your team for it. In a face-to-face setup, you would also schedule time, so do the same: Set regular one-on-one meetings or team check-ins to provide constructive criticism, praise accomplishments, and address concerns. By prioritizing feedback sessions, you cultivate a culture of continuous improvement and support within your remote team. Scheduled time ensures everyone receives the attention they need, fostering growth and cohesion despite physical distance.

Scheduled feedback sessions demonstrate respect for both time and dialogue. It fosters a conducive environment for constructive communication, ensuring clarity and readiness for productive discussions.

Remote feedback needs laser focus! Ditch vague comments. Highlight specific strengths and areas for improvement with clear examples. "Great post on X," but "Next time, consider including Y for wider reach" personalizes feedback and empowers your remote team to grow in their roles. Specificity keeps everyone on the same page.

If you're not specific and too vague in your feedback, you're better off not providing any - this will just lead to confusion and maybe even demotivation. Make sure to provide detailed insights on what went well and areas for improvement, citing specific examples and actionable steps. Avoid fluffy remarks and instead offer concrete feedback tailored to individual contributions. Being specific not only clarifies expectations but also empowers remote team members to excel. Clear, detailed feedback fosters growth and strengthens the bond within your virtual team.

Specific feedback is the cornerstone of growth. It illuminates areas for improvement clearly, empowering team members to take actionable steps towards progress and excellence.

Especially when providing feedback to your remote team, make sure to use communication platforms they can have a two-way conversation with you. Understand your team's perspective: Is your feedback appropriate and appreciated? Or is there maybe a disconnect due to the physical distance? An open exchange will help you to understand their perspective and could have an important impact on the feedback you are providing!

Absolutely! Two-way feedback fosters collaboration and understanding. Engaging in dialogue cultivates a supportive environment where insights are shared, fostering growth and strengthening team dynamics.

Create a supportive environment where individuals feel safe to seek guidance and share their challenges. Provide constructive criticism alongside encouragement and resources for improvement. Be available for one-on-one discussions to address specific concerns and offer personalized assistance. By offering unwavering support, you empower remote team members to grow professionally and thrive in their roles.

Providing the right support for negative feedback is like being a self-help guru teaching your team the ancient art of "Receiving Criticism-Fu". You must train them to deflect those bruising blows to the ego while staying centred and focused on self-improvement. * Have weekly feedback surveys in your preferred project management tool (I like Asana). This will help you keep track on who is receiving the most positive/negative feedback lately and you will also be able to see who is struggling with it the most or who everyone agrees is making communication harder because they are not receptive of any feedback. * Award virtual black belts in "Criticism-Fu" to those who demonstrate a mastery of humbly acknowledging areas for growth

Supporting team members in addressing feedback fosters a culture of growth and trust. Offering resources and assistance demonstrates commitment to their success, enhancing morale and team cohesion.

— If possible after the last 1:1 session, you can invite them offline to a pub or restaurant in order to discuss more comprehensive and in a warm atmosphere other issues.

Open and constant communication are key. Utilize tools that help more than hinder a WFH environment. Be patient, yet present and make sure they are held to the same standards as those in-office. A different approach is not necessary, just a different form of accountability.