Your remote BPO team needs feedback. How can you effectively communicate their performance?

Para fornecer feedback eficaz a uma equipe remota de BPO, reúna dados específicos e defina objetivos claros. Escolha o momento e canal apropriados, prefira videoconferência quando n?o for possível estar presencialmente. Seja claro e específico, evite generalidades e use exemplos concretos. Comece com aspectos positivos e ofere?a orienta??es construtivas. Solicite autoavalia??es e feedback dos membros, defina planos de a??o e acompanhe o progresso. Ofere?a suporte contínuo, reconhe?a melhorias e mantenha uma comunica??o aberta e documentada.

Will have a Performance Management file(s) created usimg survet data for Key Mertic(es).... Communicate everythings in terms of numbers.... Trended performance (MoM/WoW) , quartile performances, Call drivers performances etc... Everything should be quantified and communicated in numbers

To effectively communicate performance feedback to your remote BPO team, use video calls for a personal touch. Start with positive feedback to encourage good practices. Clearly articulate areas for improvement with specific examples and offer actionable advice. Set clear expectations for future performance and use collaborative tools for transparency. Encourage open dialogue for questions and insights. Regularly schedule feedback sessions to maintain a culture of continuous improvement. Acknowledge remote work challenges and provide support to help your team succeed

Communicate with a clear mind, provide an honest feedback without offending the team, choose kind words, choose words that will motivate them to do better. Remind them of their goals and why they are doing it.

Set expectations at the onset and yes, I agree, ensure to calendar those one on one and/or team meeting sessions. Feedback is a gift and delivery should be considered as a factor - make it meaningful and collaborative!

Reúna dados do desempenho da semana e revise objetivos anteriores. Inicie com reconhecimento das conquistas, discuta o desempenho individual, abordando pontos fortes e áreas de melhoria. Defina metas e planos de a??o para a próxima semana. Resuma os pontos discutidos e as a??es acordadas, documente tudo para acompanhamento futuro.

Before providing constructive feedback , it’s important the team is clear & aligned on performance metrics, so no one is oblivious of the expected outcome . See helpful tips from my experience ???? 1. Have regular check ins (weekly meetings / 1:1’s ) to review progress or challenges members are facing and proffer solution where necessary. Also encourage & give shouts out to those pulling their weight to improve team spirit. 2. Provide feedback in time so the team can fail forward. Tweak whatever isn’t working and double down on what works . 3. Have progress trackers visible to everyone to make the team responsible and accountable . 5. If you have to provide a constructive feedback , do it during a 1:1 session.

Before providing constructive feedback , it’s important the team is clear & aligned on performance metrics, so no one is oblivious of the expected outcome . See helpful tips from my experience ???? 1. Have regular check ins (weekly meetings / 1:1’s ) to review progress or challenges members are facing and proffer solution where necessary. Also encourage & give shouts out to those pulling their weight to improve team spirit. 2. Provide feedback in time so the team can fail forward. Tweak whatever isn’t working and double down on what works . 3. Have progress trackers visible to everyone to make the team responsible and accountable . 5. If you have to provide a constructive feedback , do it during a 1:1 session.

Constructive feedback is a powerful tool for guiding teams toward excellence. Rather than vague critiques, I believe in offering specific examples and actionable suggestions. For instance, instead of saying, "Your report wasn't good," I would say, "The report could be more concise; try summarizing key points to make it clearer." This approach helps team members understand exactly where they can improve. It's also crucial to balance this with praise. Acknowledging what was done well not only reinforces positive behaviors but also boosts morale. In one instance, highlighting a team member's effective communication while suggesting improvements in their report structure led to noticeable improvements and higher engagement.

Utilizing technology is crucial for providing effective feedback in remote BPO teams. Project management tools, like Trello or Asana, can track progress and serve as platforms for continuous feedback. For example, using these tools, I can easily comment on task updates, offering real-time suggestions or praise. Collaboration software, such as Slack or Microsoft Teams, allows for seamless sharing of documents and quick feedback exchanges. This not only makes the process efficient but also creates a transparent record of interactions. In one of my experiences, using Google Docs for shared documents enabled our team to receive instant feedback on drafts, which significantly improved our workflow.

When it comes to managing teams remotely, the first obstacle that a Leader faces is not being able to connect within physical proximities. Before even going into feedbacks and Performance Update, the mandatory first step is to create the bridge and trust within the remote teams. For Trust is not a shift or a day's input....It takes a mammoth effort to gain trust of the remote teams who meet you virtually.Once the ground is set, feedback sharing becomes easier and palatable.The ground rule should be clarity of thoughts, availablity of clear data points, openness for debates and dialogue and usage of a suitable medium of communication whereby the video mode should be always-on so that facial expressions and environmental set up is visible