In order to help team members excel, feedback is needed. Both positive feedback and constructive feedback when things aren’t going well.
So how do we provide feedback when we don’t see others in action?
Build in review reflection touchpoints. This might include mid-project or end of project reviews. These can involve sharing works in progress (or completion) where there’s a specific focus on sharing and receiving feedback.
Build in co-working opportunities where it is live and virtual. This can provide a sense of everyone’s different working style. What might a co-working opportunity look like? It could be undertaking a 4-hour block of work together with the group coming together at the top of every hour. I facilitate these as part of the different remote coaching services I offer to group members who join me for an annual basis. With benefits of both ongoing accountability and getting things done quicker, it can be really interesting to have people share a snapshot of their work, real-time. It’s not only inspirational for us but can be a validating factor for those sharing the work. It also opens the door for informal feedback like – “Have you thought about….” OR “Have you considered looking at…..”. While we may operate in isolation, it can be important to benefit from peer wisdom and sharing.
Job shadow virtually, where feasible. Can more junior team members shadow another team member? Be an active observer so they can learn from others?
What else might you do to encourage job shadowing?
Finally, are you building in a culture with your remote team of having people share accomplishments and successes at team meetings? There might be a Star of the Week, or the Month. While this may not motivate everyone, it can build a great practice of building in a pause, so people note what they have done.
Enjoy your focus on thinking about feedback in the remote space and catching people doing it right.
Have a great week!
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