Here's how you can effectively provide feedback in a remote or virtual work setting.

Not only related to Business Ops but in every domain right Tool at right time help to eridicate most of uncertinities. Conveying message clearly to customer or Team allow to share you vision with them which you can say giving them a big picture of idea.

Select the most appropriate communication tool for delivering feedback. Video calls are often the best choice for more significant or sensitive feedback, as they allow for visual cues and a more personal touch. For less critical feedback or quicker "catch-ups", email, phone, or chat messages can be sufficient. For example: Use Zoom or Teams for performance reviews and complex discussions, and Slack, Chat, or email for quick, routine feedback.

Setting context is a key element of effective feedback. By taking the time to explain the "why" and "how" of your feedback, you can ensure it's well-received and contributes to positive outcomes.

Using 7Cs of effective communication help to be specific in sharing Feedback. Not including Jargons and other Unnecessary stuff. It allows reader to stuck around the main objective.

Provide clear, specific examples of what the team member did well or where improvement is needed. Avoid vague comments and focus on behaviors and outcomes that can be changed. For example: Instead of saying, “You need to improve your reports,” say, “The last report had some data inaccuracies. Double-check the figures from our CRM to ensure accuracy.”

Instead of a one-sided delivery, encourage your recipient to actively participate. Ask open-ended questions to spark their thoughts, and create space for them to share their perspective. This two-way flow can be facilitated through video calls or even shared documents where both of you can contribute ideas and brainstorm solutions. By fostering this dialogue, you build a bridge of mutual respect and collaboration, leading to more meaningful feedback and ultimately, better results.

After providing the feedback I would suggest asking “How do you feel about this? Is there anything you’d like to discuss or need help with?”

After giving feedback, follow up to see if the team member has made progress. This shows that you’re committed to their development and helps ensure that changes are being implemented. I suggest scheduling a follow-up meeting a week later (or appropriate timeframe according to the feedback with time allotted to rectify) to discuss how the team member has addressed the feedback and offer further support if needed.

Asking for suggestions and empowering the staff to offer input is an often forgotten opportunity to improve processes, morale and increase retention.

Don't let your feedback become a one-time event. To ensure it sticks, follow up! Schedule a meeting or send a message to gauge progress, offer encouragement, and answer questions. This shows you're invested in their development and creates an ongoing dialogue for lasting improvement.