Feedback is essential for product managers to improve their products, processes, and skills. However, in a hybrid work environment, where some team members work remotely and others in the office, collecting and using feedback can be challenging. How can you overcome these obstacles and leverage feedback effectively in a hybrid work environment? Here are some tips to help you.
The first step is to choose the right tools for gathering and sharing feedback in a hybrid work environment. You need tools that are accessible, reliable, and secure for both remote and in-office workers. For example, you can use online surveys, polls, or forms to collect feedback from customers, users, or stakeholders. You can also use video conferencing, chat, or collaboration platforms to communicate feedback with your team members. Make sure you have a clear and consistent feedback system that everyone can follow and understand.
Effectively navigating a hybrid work environment requires a strategic approach to feedback. Leveraging tools like Google Forms streamlines data collection and analysis for a user-friendly experience. Choosing the right individuals, such as team members or managers, facilitates targeted feedback exchange. Craft insightful questions addressing specific aspects like communication and collaboration. Establish a fixed feedback collection period, ensuring consistency through regular surveys or one-on-one discussions. This comprehensive approach, incorporating appropriate tools, relevant individuals, insightful questions, and a consistent schedule.
?? Mastering feedback in a hybrid environment is like conducting a digital orchestra! I'd orchestrate using the best digital tools, ensuring every team member's voice is heard. Be clear and specific – it's like writing a music score everyone can follow. Timely and regular feedback keeps the rhythm alive. Show empathy and respect, understanding each musician's unique context. Maintain an open stage for feedback to flow both ways, fostering a culture of trust. Lastly, be adaptive, tailoring your approach to each member's style. Let's make harmonious music together! ????
traditional in person "office work" is amazingly unstructured. the physical office organically built all sorts of tools like memos and office pin up boards over the course of decades. The new hybrid office is a new way of working and shouldn't be afraid to build its own tools rather blindly follow what worked in the 60s.
Feedback is the most important tool for hybrid working environment. Best way to have proper feedback mechanism is to be transparent, empathetic toward feedback and friendly environment to share feedback. Feedback should be continuous and strength to the concern not to the mediators to avoid conflict and clearity of feedback. Review on concern area is equally important to assess the effectiveness of feedback. Always ensure that feedback from considered in right approach and toward improvement of individual.
In a hybrid work setup, regularly collect feedback through virtual channels, prioritize actionable insights, and adapt communication and workflow strategies to enhance team collaboration and productivity. Emphasize a feedback culture that values both remote and in-person perspectives, fostering a dynamic and inclusive work environment.
The second step is to be clear and specific about the feedback you give and receive. In a hybrid work environment, you may not have the opportunity to clarify or elaborate on your feedback face-to-face, so you need to make sure your feedback is concise, relevant, and actionable. For example, you can use the SMART framework to set feedback goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. You can also use the STAR method to structure your feedback by describing the Situation, Task, Action, and Result. Avoid vague or ambiguous feedback that can cause confusion or frustration.
Effective communication and feedback require us to confirm that the message conveyed is the same as the message received and that there is a shared understanding. This process of verification helps to ensure that the feedback is constructive and leads to the intended learning outcomes. By validating what others have heard, you demonstrate active listening. This encourages a culture of attentive and engaged communication, where all parties feel heard and valued.
I have found that repetition and consistency is important in a hybrid work environment. Often, we believe that our feedback is being heard, but when you are remote, that can be challenging to verify. Repetition of clear messaging and consistent validation that your team understands the task and feedback is required when you aren't always face-to-face.
Prioritize clarity: In hybrid work, concise and clear feedback is vital. See that the feedback that you get is specific, it's success can be measured and should be actionable in a time frame Be actionable: Ensure feedback suggests tangible actions, allowing improvement without the need for you to get in-person clarification.
Ideally the feedback is complemented with examples to support it mainly as only for qualitative feedback. Also it should be a dialogue between the 2 persons (giving and receiving feedback) to confirm understanding
When giving feedback, it should be example led. Saying someone has "excellent presentation skills" or "builds good working relationships" does not give the receiver the evidence that they can relate to. Give a specific example of a time when they demonstrated this skill so they can reflect on what they did and repeat it. Equally when giving negative feedback, be sure to evidence examples rather than empty statements. Giving examples also mitigates a negative response from the receiver because you are using facts and figures to explain your reasoning.
The third step is to be timely and frequent with your feedback. In a hybrid work environment, you may not have the same visibility or interaction with your team members as in a traditional work environment, so you need to provide feedback regularly and promptly. For example, you can schedule weekly or biweekly feedback sessions with your team members to review their progress, challenges, and achievements. You can also give immediate feedback when you notice something positive or negative in their work. Don't wait until the end of a project or a performance review to give feedback.
I believe the feedback cycle should follow the Agile ceremony cadence. The Sprint reviews & Sprint retrospectives provide good forum for work reflection. Similarly , similar cadence for 1:1 feedback should be followed religiously by leaders to help guide & mentor team members even if there are limited opportunities for in person connects.
Offer feedback consistently, not just during scheduled reviews. Timely feedback allows for immediate improvement and keeps everyone aligned on goals.
I agreed ??, being able to provide feedback frequently does help a lot. Some company does once or twice a year, that's not enough in my opinion.
Whether it is feedback or team communication, consistency is the key. In my experience, timely, focused, and consistent communication allows stakeholders to anticipate and adapt to the feedback, and introspect.
To encourage feedback culture, make sure that you have scheduled regular sessions with team members according to their seniority (normally more junior team members might need weekly sessions whereas more senior ones are fine with monthly 1:1), but also make room for providing specific ad-hoc feedback after major milestones, e.g. pitches, deliveries and launches.
The fourth step is to be empathetic and respectful with your feedback. In a hybrid work environment, you may not have the same rapport or trust with your team members as in a co-located work environment, so you need to be mindful of their feelings and perspectives. For example, you can use positive and constructive feedback to motivate and encourage your team members, rather than criticize or blame them. You can also use the sandwich technique to deliver feedback by starting and ending with something positive and putting the negative feedback in the middle. Avoid harsh or rude feedback that can hurt or demoralize your team members.
It's both effective and challenging at the same time - to be emphatic and respecting the individual. ~ One typically would tend to undermine one of the 2 factors, if it's an important or critical feedback. ~ You can't not be respectful, that's a table-stake and given. ~ Now emphatics - this doesn't mean being loud or shout or repeat same thing hundred times. ~ In fact it's best to go slow, pace your feedback, but not mince words or go around the bush. ~ Be direct, reason out why the feedback, it's criticality and how it only helps grow the other person. ~ It's also imp, to highlight that feedback even though stems from current context/issue, but it's learning is more beyond and be looked at as a learning for the long haul. ~
Sometimes the most empathetic thing a manager or co-worker can do is be blunt. I often find managers giving people soft-feedback, playing down a technical or political problem in the workplace… they find out much later about the severity. It leaves them being very vulnerable. The sandwich approach is good when you have a clear action to take after ending with positive feedback, but not all feedback conversations point toward an obvious action; in this case, sandwich isn’t good. Again, sometimes blunt is best.
From my perspective, one cannot effectively lead (and sustain) without empathy. It is critical to understand the context where others stand and how their conceptualization lead them to make certain decisions. It is then when team members feel a sense of respect from their leader and a safe space is created for effective coaching and communication. Lean into your team members, meet them where they are, uplift them to their potential.
When it comes to giving feedback in a hybrid setup, it's all about being empathetic & respectful. Put yourself in others shoes & consider their challenges & perspective. Find a good time & place to have the feedback conversation, and try to keep the tone positive and constructive. Be a good listener when receiving feedback, and respect that everyone has their own way of communicating. Encourage self-reflection and appreciate the diverse viewpoints that come with a hybrid work environment. Don't forget to acknowledge the effort and progress of others, offer support when needed, and lead by example. By approaching feedback with empathy and respect, you'll create a supportive and inclusive work culture where everyone can grow and collaborate.
Approach feedback with empathy, understanding the diverse challenges faced in a hybrid setup. Respect individual circumstances and emotions while delivering constructive criticism.
The fifth step is to be open and receptive to the feedback you receive. In a hybrid work environment, you may not have the same feedback culture or norms as in a traditional work environment, so you need to be willing to listen and learn from the feedback you get. For example, you can ask for feedback from your customers, users, stakeholders, or peers to improve your product, process, or skill. You can also thank the feedback giver and acknowledge their feedback, even if you don't agree with it. Don't dismiss or ignore feedback that can help you grow or improve.
From my perspective, being open to feedback in a hybrid work setting is crucial. It's about fostering a culture of receptivity, actively seeking input from various sources, and appreciating diverse perspectives. Constructive feedback, even if challenging, can be a powerful catalyst for growth and improvement. It's not just about hearing; it's about truly listening, understanding, and acknowledging the value in feedback received. This approach creates a dynamic environment where continuous learning and adaptation become integral to personal and professional development.
The most useful conversation is a candid one. Both parties need to start from a position of trust and mutual respect. If on the receiving end, listen more, speak less. Repeat a summary of the feedback to ensure accuracy, suggest ways of getting better, ask for their suggestions. Set goals with timelines to track progress.
Encourage an environment where feedback flows both ways. Embrace suggestions and critique from team members, fostering a culture of openness and trust.
Feedback is no one-time impetus. It becomes even more valuable once you give feedback conitnuously and highlight the progress/improvement. This encourages to a growth mindest.
Reflecting on my own experiences, adapting to new norms in a hybrid environment demands a willingness to listen and learn. This echoes the broader organizational shift towards agility and resilience, acknowledging that feedback is not just a mechanism for improvement but a catalyst for growth. Embracing feedback, whether from customers, users, stakeholders, or peers, becomes a linchpin in shaping a work culture that thrives on evolution and embraces change. The acknowledgment and gratitude for feedback, even when opinions differ, underscore a commitment to collective improvement, mirroring the essence of cultivating a dynamic and responsive work culture in the aftermath of the pandemic.
The sixth and final step is to be adaptive and proactive with your feedback. In a hybrid work environment, you may face more uncertainty and change than in a stable work environment, so you need to be flexible and responsive to the feedback you use. For example, you can use feedback to test and validate your assumptions, hypotheses, or ideas. You can also use feedback to iterate and improve your product, process, or skill. Don't stick to your original plan or vision without considering the feedback you receive.
Adapt feedback approaches based on individual preferences and the hybrid work dynamics. Proactively seek feedback on how the team perceives the feedback process itself for continual improvement.
PCC, PdM-C, Product Management Author, Executive & Product Coach, Educator, and Leader.
Don't ever wait to gather feedback because you have a performance review happening. Do it every few weeks by asking very simple questions of folks with whom you collaborate regularly. My 3 favorite questions are: What would you like more of, or less of from me as we work together? Do any of those factors shift when we collaborate online vs in person? What does it look like when we are working well together? Can you give me an example from the past few weeks? What does it look like when you are not working well together? Can you give me an example from the past few weeks? Getting in the habit of booking these 1:1s on your own is the fast track to personal growth and feeling empowered that it's yours to own!
I agree and in hybrid environment, adaptive and flexible person don’t lose their cool when plan change too quickly and always willing to learn new ways to do things. Being adaptive, helps u sail along more. Being Proactive, you make things happen instead of waiting for them to happen.
Regular feedback: Promote an ongoing exchange of feedback instead of solely relying on yearly assessments. Given the constraints on in-person interactions in a hybrid setting, regular feedback becomes crucial for sustaining effective communication. Usage of different formats: use various methods to offer feedback, incorporating in-person meetings, video calls, written communications, and online feedback tools. Customize the approach based on individual preferences to ensure that everyone is at ease with the feedback process. In a hybrid model, it's essential for communication to operate seamlessly, fostering an environment that promotes ongoing development.
El darles autonomía ha permitido que crezcan como profesionales ya que tienen muy claro sus responsabilidades y que la asumen de una manera muy proactiva y eficiente, otro punto que ha dado mucho resultado es no presionarles a que trabajen en una franja de horario específico, trabajan en base al cumplimientos de resultados sin importar en el horario que lo hagan, a esto le llamo flexibilidad en la carga horaria.
Just saying a few words to someone does not mean you have given them feedback. Feedback needs to be well thought through, it needs to be given in a certain way which has actionables. It also needs to be given at regular intervals so that people are not caught off guard. Evidences need to be presented for every point so that people know what point they have to improve. Feedback should always be given from a perspective of abundance mindset. They should never be given to pull someone down or make someone feel bad, it should always be to ensure that the person understands and feels that this has added value to their life :)
Let me share a story from my journey. There was this tough project—lots of hurdles. We dove into feedback, worked as a team, and turned setbacks into stepping stones. It wasn't just my win; it was our win. This experience showed me the strength of teamwork and the value of a positive feedback vibe in reaching our goals together.
In a world where async communication reigns, it's important to bring as much human interaction to any conversation. Rather than waiting until a 1:1 to tell someone feedback (positive or constructure), tell the person in-context after the relevant meeting. Or, instead of just typing out something, jump on a quick huddle for 5 minutes. And if you can't find time to connect, use a quick voice memo to communicate with the person.
In my experience, the best performing teams don't wait till they have scheduled 1:1's but are constantly giving each other real time feedback. In the remote world we work in, constantly being insync is paramount to success and quickly sending a note or jumping on a phone call is imperative to up-leveling everyone (Mangers included)
Feedback talks more about the person who is giving it, than the person who is receiving it. Feedback is an important topic. The only book that I always recommend to people is, "What Did You Say? The Art of Giving and Receiving Feedback" by Jerry Weinberg et al.