One of the most challenging areas that teams and leaders experience is providing feedback. Consider how much feedback you have received about your performance – the good and bad – in the last year of working remotely? A little? A lot? None?
Feedback in the remote space can be particularly challenging given that we don’t always see people in action. Work in the remote space has become a lot more output and results oriented, rather than individually focused. At the same time, it’s critical that we do provide feedback to the person who is aiming for the output and results.
Some key tips for providing feedback in the remote space:
Make it frequent. Schedule it in.
Tie feedback to results. Feedback can be an important part of the performance cycle.
Consider providing feedback on both the positive and constructive fronts. Given that performance in the remote space can sometimes feel like we are operating in a vacuum and don’t get any feedback, provide people with both positive and constructive feedback. IT might sound like “here’s what I see as one of your strengths” and “here’s an area I’d value some impact around”…
What else is important or you to note about feedback as a virtual or remote team?
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