What are effective ways to provide feedback for employees with different schedules?

1 Understand your team's preferences

Before you give feedback, you need to understand how your team members prefer to receive it. Some may want more frequent and informal feedback, while others may prefer less frequent and more formal feedback. Some may appreciate verbal feedback, while others may prefer written feedback. Some may welcome feedback in public, while others may expect feedback in private. To avoid misunderstandings and conflicts, you should ask your team members about their feedback preferences and respect them as much as possible.

2 Choose the right time and mode

When you have employees with different schedules, you need to be mindful of when and how you give feedback. You should avoid giving feedback when your team members are busy, stressed, or distracted. You should also avoid giving feedback when you are in a bad mood, angry, or impatient. Instead, you should choose a time when both you and your team members are calm, focused, and open to dialogue. You should also choose a mode of communication that suits the type and tone of your feedback. For example, you may use video calls for positive or developmental feedback, email for factual or procedural feedback, and chat for quick or casual feedback.

4 Show appreciation and recognition

When you give feedback, you need to show appreciation and recognition . You should avoid feedback that is impersonal, indifferent, or dismissive. You should also avoid feedback that is biased, stereotyped, or insensitive. Instead, you should give feedback that is personal, respectful, and empathetic. You should also show appreciation and recognition for your team members' efforts, achievements, and contributions. You should also celebrate their successes and milestones and acknowledge their challenges and difficulties.

5 Solicit and act on feedback

When you give feedback, you need to solicit and act on feedback. You should avoid feedback that is one-way, authoritative, or final. You should also avoid feedback that is defensive, argumentative, or unresponsive. Instead, you should give feedback that is two-way, collaborative, and ongoing. You should also solicit and act on feedback from your team members, asking them how they feel about your feedback, what they need from you, and how you can improve as a leader. You should also listen to their feedback, thank them for their input, and follow up on their suggestions.

6 Monitor and measure progress

When you give feedback, you need to monitor and measure progress. You should avoid feedback that is isolated, sporadic, or irrelevant. You should also avoid feedback that is unrealistic, inconsistent, or unfair. Instead, you should give feedback that is connected, regular, and relevant. You should also monitor and measure the progress of your team members, setting clear and SMART goals, tracking and reviewing their performance, and providing feedback on their results. You should also adjust your feedback accordingly, recognizing their achievements, addressing their challenges, and supporting their growth.