You're struggling with remote employee performance. How can you handle feedback effectively?

One thing I’ve found helpful is to establish regular check-ins and clear expectations from the start. This ensures that both you and the remote employee are aligned on goals and performance metrics. Actually, I disagree with the idea that feedback should only be delivered during scheduled performance reviews. In my experience, frequent, informal feedback helps address issues before they become larger problems. An example I’ve seen is using project management tools that allow for real-time updates and feedback. This approach can facilitate immediate and actionable insights, making it easier for remote employees to adjust their performance on the fly.

Start by outlining specific performance expectations and objectives. Make sure these are clearly documented and agreed upon, so the employee knows exactly what is expected.Set measurable performance indicators to track progress and success. This could include deadlines, quality of work, or key performance metrics.

To handle feedback effectively with a remote employee, use specific examples to illustrate your points and offer constructive suggestions. For instance, “I’ve noticed delays in your project submissions. Let’s discuss how we can improve your time management skills.” Let this end with a positive note and a plan for follow-up.

Video calls are best for delivering feedback. Emails can be misunderstood. Video allows for direct communication, clarifies concerns, and avoids misinterpretation.

Choose the right communication channel for the feedback you're giving to ensure it has the maximum impact. For small, quick feedback, an email or DM might be sufficient, but for more serious matters, a video or phone call is essential. A good rule of thumb is the more serious the feedback, the better it is to use video. Video calls allow you to better engage the person you’re speaking with and ensure that they’re paying full attention. Phone calls are a good option as a first way to touch base when providing feedback for a moderate issue, then follow up with a video call if needed.

Choose a communication medium that suits the gravity of the feedback. For detailed or sensitive feedback, a video call might be more effective than email or instant messaging, as it allows for a more personal and interactive discussion.Use a platform that both you and the employee are comfortable with and that facilitates clear communication.

When choosing the medium for communication, it’s crucial to match the message with the right platform. For quick updates, use instant messaging tools like Slack. For detailed discussions, opt for video calls to capture non-verbal cues. Email is best for formal communication and documentation. Encourage team members to use collaborative tools like shared documents for brainstorming. Remember, the key is to balance efficiency with clarity, ensuring everyone stays connected and informed without overwhelming them with too many channels.

When giving feedback, refer to specific instances or behaviors rather than general statements. For example, instead of saying “Your reports are often late,” say “The report due on July 10th was submitted two days late.”Explain how the performance issue affects the team, project, or company goals. This helps the employee understand the broader context.

Offer actionable advice on how they can improve. This could include additional training, resources, or strategies for better time management.Share tools, training materials, or mentoring opportunities that can help the employee address the performance issues.

Schedule a follow-up meeting to assess progress and revisit the performance issues. This shows your commitment to helping them improve and keeps them accountable.Monitor the employee’s progress between meetings and offer feedback as needed. Acknowledge improvements and provide additional guidance if required.

Encourage the employee to ask questions and share their perspective. This creates an open dialogue and helps you understand any obstacles or challenges they might be facing.Listen to their feedback on how you can support them better and be flexible in adjusting your approach based on their input.