How to give feedback from a far-away world blog

Giving feedback to colleagues can be difficult. What should my feedback be specific? How do I balance sensitivity and directness? How can I promote a productive discussion that will leave my friend feeling inspired and optimistic?

Working remotely can amplify those challenges. Body language or subtle cues that are readily spotted when in person may be difficult to discern from a distance. And so, when it comes to offering positive feedback whether it is positive or not, wires get crossed, and people may not be in a good state of mind to hear what you have to say.

But feedback, with all its complications and vulnerabilities, is a necessary part of working together. It isn't enough to hope your team magically closes the gap in these points of improvement. Nor will your team be able to continue their efforts for a long time without the support of its leaders and support.

So, in this article in this article, we'll provide a few best practices to enhance your communication with colleagues at work. We'll dive into.

What can you do to provide constructive feedback

Take into consideration the way of delivery

There are a variety of methods for communications at your disposal make sure you choose the right one. Be sure to ask newly recruited team members (or current team members) how they prefer communicating, as well as how they prefer to receive feedback.

Although your company may have a standard for periodic reviews, feedback may be given at any moment and it's important to ensure that the team members are present and comfortable to receive it. That might mean turning off the camera, or writing a thoughtful and informative email or scheduling periodic 1:1 meetings, based on their personal comfort level and objectives within the organization.

Create a safe environment

In a physical office There are plenty of ways to create a positive impression through your surroundings. It is possible to invite your colleagues to coffee, and talk about the emotions they experienced during the big meeting with clients which didn't go as planned and then head to a boardroom for serious discussions, or take them to the hall to offer a short high-five. However, in an environment that is remote, it's harder to choose the ideal location for what you'd like to discuss. You'll need create psychologically safe signals.
That could include ensuring that your meeting time will not encounter any external distractions or demands, dressing appropriately for the occasion (a casual look goes a long way to make people feel comfortable) as well as recommending a camera-off or phone conversation to break people from their screens. An all-voice meeting can also bring down the intimidation aspect and promotes the active listening of both parties. Which leads us to our next point.

Listen (but don't pry!)

In a distributed workforce in which communication habits are continuously evolving and boundaries between life and work are more transparent and transparent, listening actively builds confidence and trust. Listening actively gives you a situational understanding of what your colleagues are going through in their personal lives, and the factors that affect the performance of your team members. It gives you the opportunity to increase the quality of feedback you give, to understand the reasons for not being successful, and how to create the best working environment for the colleagues.

Start with the good rather than the bad

It's long been known that the compliment sandwich--in which negative feedback is sandwiched in between two positives is an efficient way to deliver difficult news. Positive feedback, however, has taken on a new importance in recent times. Most people are stressed across a myriad of personal areas (like family, health, social, existential, and, despite all your efforts, likely professional) and would greatly gain from positive feedback.

From these constant stresses of life, psychologists have called the negativity bias that tends to concentrate and focus on negative feedback instead of positive feedback. Employers have to work extra-hard to reinforce positive feedback over negative. No matter how critical the feedback may be, it's best to begin with empathy and kindness and recognize the hard work that your team members have put in through this difficult time.

You should be specific and take action when you share your feedback.

To help counter negativity bias, it's best to make your comments specific and useful insights, not general statements about confidence, attitude, work ethic or skills for conflict resolution, which could be easily mistaken or ineffective.

Feedback that is constructive doesn't only serve as a review of your performance. It's also a chance to grow and setting goals. The most effective feedback is when you have a specific objective and target in mind, and can clearly communicate what this person should work on in order in order to assist them on their way.

It is also possible to tie feedback to the action or impact you want: How their strategic thinking directly led to a positive income, or how unintentional or inadequate communication led to another colleague needing to repeat certain work or how the situation could be improved next time.

Your feedback should be prioritized to highlight the most critical points

Rather than saving up an endless list of criticisms or praises that you can chuck out at during a meeting, think about making your comments more specific to issues that will have most impact in areas in the areas that matter.

Go through key takeaways together

At the end of the meeting, you should ask your participants to review the main points. Then, you can brainstorm with them how they can overcome gaps in efficiency and/or grow further within their job (and the ways that you could assist them) or ask them to offer up their summary of the feedback meeting when they are confident enough to do so. Your goal is to be sure that both of you are on the same page, and that you can make sure information has landed as intended.

Follow up

A few weeks or months after your feedback meeting after your feedback meeting, you should check in with them to see what they're up to. This is an occasion to build trust. Also, ensure they're capable of balancing the responsibilities they have to take on, and reinforce positive feedback.

Tips for video collaboration, as well as feedback

Record your presentations using video to provide feedback

Pre-record post-mortem thoughts and group responses

How to give feedback FAQs

    What are some positive feedback examples?    

Example of positive feedback: "Sarah has done an remarkable job in tackling unneeded assignments and developing efficient tools for us to use. We would love to see her continue to expand her knowledge by tackling more challenging projects and sharing her expertise and expertise through presentations as well as various other tools."                     How can you write peer feedback?    

Couch constructive feedback with positive feedback. Your feedback should be practical and concrete, as well as tied to a specific goal. Create opportunities for team members to provide feedback. Offer empathy, and help when it is needed.                     What's a good example of constructive feedback?    

Feedback constructive "Phil was able to manage the workload which was 10% more than the prior year, and was enthusiastic, running his programs efficiently and ensuring that they meet deadlines. One challenge I would present to him for the following year is to increase the level of his communication with the stakeholders in order to ensure the transparency throughout the project's cycle in order to keep on top of any roadblocks."