I have worked as a team member in such a global team spread across India and Europe. Each of us had a clearly defined target or areas with clear KPIs to deliver. initially mode of communication was via teleconference once every fortnight. As the project reached the critical stage we used to engage in video conference once every week where each member used to make presentation and share issues and wayforward. I personally had no issues in remote engaging with other team members in sharing the status and seeking opinion of others and involving the team while moving forward.

As an executive leader with remote teams, positively navigating expectations and feedback requires intentional communication, transparency, and a focus on building trust. Set clear, measurable expectations for each team member and the team as a whole, ensuring alignment with overall goals. Use regular check-ins and virtual meetings to maintain open lines of communication, creating opportunities for team members to ask questions or clarify their roles. When providing feedback, be specific, timely, and constructive, focusing on solutions rather than problems. Encourage a culture of continuous improvement by actively listening to team members’ concerns and suggestions.

1. Outline clearly expectations from the outset and ensure that goals, objectives, and performance metrics are well-defined. 2. Schedule regular check-ins with team members to discuss progress, provide feedback, and address any concerns. 3. Establish a feedback culture where team members feel comfortable sharing their thoughts. 4. Acknowledge and appreciate the efforts of your remote team members. 5. Communicate performance expectations, deadlines, and deliverables to ensure that each team member understands their role and responsibilities. 6. Understand the challenges that remote work can bring and offer support where needed. 7. Foster a collaborative environment by promoting teamwork and encouraging team members to support each other.