Performance issues become even more complex when you are not able to see people in their own element. In fact, our feedback is likely to be framed by what we can see on the screen (which might be one-tenth or one-hundredth of the time in a week) as well as what we see with output.
With that in mind, here are several things to keep in mind around performance support and feedback in the remote space:
- Watch assumptions – be super explicit around what you mean with this.
- Clarify what the end results need to look like.
- Have more frequent check-ins or walk-throughs. It’s important that is not seen as hovering, but it creating a more frequent monitoring process.
- Be sure to return back to measures of success, and things like the IS/IS NOT framework.
As it relates to feedback:
- Make sure that feedback is specific, and demonstrable – again, check assumptions.
- You may want to lead with “Walk me through “ to identify where processes or practices get derailed.
- Be open to feedback in new ways.
- Remember that feedback is a two-way street. It’s often best to get it to give it. Feedback is reciprocal.
- Be sure that you are also having people share what areas they are going to value feedback in first.
What else is important to note about feedback and performance conversations for your team right now?
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