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,
https://www.talentlms.com/blog/remote-work-feedback-best-practices/