You have a remote team member who needs feedback. What’s the best way to deliver it?

1 Choose the right channel

Depending on the urgency, complexity, and sensitivity of the feedback, you may want to choose different communication channels to deliver it. For example, if you need to address a minor issue quickly, you can use instant messaging or email. But if you want to discuss a major concern or provide comprehensive feedback, you should opt for a video call or a phone call. This way, you can convey your tone, emotions, and body language better, and avoid misunderstandings or confusion.

2 Prepare your feedback

Before you give feedback to a remote team member, you should prepare what you want to say and how you want to say it. A useful framework to follow is the SBI model, which stands for Situation, Behavior, and Impact. This means you should describe the specific situation where the behavior occurred, explain the behavior objectively and factually, and state the impact of the behavior on the team, the project, or the client. You should also prepare some examples, suggestions, and questions to support your feedback and encourage a dialogue.

4 Balance positive and negative feedback

Feedback should not be only about pointing out mistakes or weaknesses. It should also include recognition and appreciation for the remote team member's strengths and achievements. A good rule of thumb is to follow the 3:1 ratio, which means you should give three positive feedbacks for every negative one. This will help you motivate and inspire the remote team member, and boost their confidence and self-esteem. It will also make them more receptive and responsive to your constructive feedback.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?