Here's how you can effectively give feedback in remote or virtual settings.

First thing first 1. Pre-paration -Collect all the facts/valid information that You want to say to feedback receiver -Ensuring gadget and internet are on a good and favourable condition -Discus favourable timing for both .. You and Feedback receiver. Block Your timing and clear Your schedule 2. During -Giving feedback on a specific item(s) only dont try to put a lot of things on Your list. -Build positive dialog -Create action plan 3. Post -check milestone, progress and result -

By choosing the Right Medium for Communication - Select the most suitable tools and communication medium for delivering feedback in remote settings. Options include video calls, phone calls, emails, instant messaging, or feedback tools within project management platforms. Consider individual preferences and the nature of the feedback when choosing the communication method.

When working in a hybrid or remote environment the most important step for feedback is that it is timely and often. Feedback should be a part of your regular check-in and in real-time. Feedback should include strengths/ celebrations as well as areas of improvement. Be clear and provide concrete examples. Feedback should be thoughtful and relevant. Make sure to choose the right method for feedback slack/chat, email, phone, or Zoom depending on the level of importance and the discussion. Lastly, feedback isn't a one-way street. Create an environment where feedback opens a discussion where both parties can assess, learn, and improve.

Some great insights already. we really focus on "Evidential feedback", removing the emotion and the "I think.., and I feel and replacing it with I observed, then providing evidence in a neutral way (regardless of whether the evidence is positive or developmental). This helps the person is coaching can explore and develop their own capability and reflective practice. This doesn't prevent you from adding your own ideas and thoughts.

When dealing with complex feedback across a network of experts in different locations, for instance, when discussing the implementation of a new production system, a platform like MS Teams could be the ideal choice. This is because Teams supports video, which is essential for capturing non-verbal cues that are significant in comprehensive communication. It also allows for screen sharing, which can facilitate more effective discussions by allowing participants to visually walk through data or process flows.

Giving feedback in remote or virtual settings requires thorough preparation to ensure that the message is clear, constructive, and well-received. What we can actually do is : 1) Define the purpose of the feedback 2) Collect specific examples and data to support your feedback 3) Choosing the Right Time to give feedback 4) Using specific examples to illustrate your feedback 5) Offering Support & Assistance for the candidate to improve

Make a roadmap for where you want to conversation to go, and where you don't want it to go. Plan for questions, opposition, and other twists and turns so you're not surprised in the moment. Giving feedback can be a difficult conversation, and navigating difficult conversations successfully is a balancing act of speaking, listening, and constantly recalibrating your approach in realtime.

Sarah always made a little ritual out of preparing for feedback sessions with her team. Before meeting with Tom, she reviewed his recent project, jotting down specific points she admired and areas for growth. She imagined herself in Tom's shoes, pondering what questions he might have and how to frame her insights to foster growth, not discomfort. With her notes in hand, Sarah was ready to guide a conversation that was not just about pointing out what needed to change, but about lighting the path forward together. Her aim was clear: to uplift and encourage, turning feedback into a stepping stone for improvement.

Thorough preparation is key to effective feedback in remote settings. Before initiating the discussion, review the specific work or behavior you'll address, gathering clear examples to illustrate your points. Anticipate potential questions and consider the recipient's viewpoint to tailor your approach. By preparing thoroughly, you can structure your feedback thoughtfully, fostering a focused and productive conversation. Keep in mind that the aim is constructive improvement, so strive to offer insights that inspire growth without overwhelming or discouraging the recipient.

Preparing thoroughly for feedback in remote settings enhances its effectiveness. Detailed notes and clear objectives guide the conversation, ensuring feedback is specific and actionable. Familiarity with digital tools used for the meeting allows for a smooth, focused interaction, minimizing misunderstandings and promoting positive outcomes.

When giving feedback, remember to focus on the behavior or action on the not person's character. They are not wrong or bad, the behavior or action was not the best choice in the situation. Focusing on the behavior will make the receiver feel less attacked and more open to hearing ways on improving performance.

BeSpecific and Timely with Feedback - Provide feedback promptly after observing behavior or performance that warrants it. Be specific about what went well and areas needing improvement. Use concrete examples to illustrate points effectively. Focus on behaviors rather than making judgments about personalities.

Clear, concise language eliminates ambiguity, ensuring the recipient comprehends the feedback's intent and specifics. Visual aids and examples can further illuminate points, making the virtual exchange more impactful and fostering a constructive dialogue.

I would also add that the first time you give feedback - whether virtually or in person - it should NOT be to discuss a "problem." Feedback should be an ongoing process.

In virtual mode, feedback clarity is very important so that only highlight those points that are really relevant, specific and in pointers, also provide logics or reason behind the feedback in short for better understanding. feedback flow should be done properly and one by one point.

Encouraging dialogue in remote feedback sessions fosters a two-way exchange, making it more interactive and engaging. It allows for clarifications, questions, and a deeper understanding of the feedback provided. This approach builds trust and openness, ensuring the feedback is constructive and well-received, leading to positive outcomes and growth.

In a feedback we should also encourage their point of view, what they are thinking, is there any other aspects they are thinking. It should be interactive with relevant logics and always appreciate the views which may considered mutually for better outcomes.

Feedbacks deveriam ser sempre acompanhados de um plano de a??o para resolver os pontos de melhoria identificados na conversa. Dependendo das necessidades do colaborador, é interessante coordenar op??es para seu desenvolvimento, como sess?es de mentoria, conex?es com outros líderes e especialistas, oferta de treinamentos e até mesmo proporcionar momentos para conversas e “cafés” sobre carreira. Dessa forma, tanto quem dá quanto quem recebe o feedback está trabalhando para melhorar e evoluir. No final, para o líder, o "capital" é tempo, e o que a organiza??o ganha é um colaborador cada vez mais engajado e motivado.

Offering support ensures the recipient feels valued and understood, rather than isolated or criticized. By providing resources, guidance, or even just a listening ear, you create a supportive environment that facilitates acceptance and encourages growth, leading to a more productive and positive outcome.

Providing feedback is very easy but we should analyze beforehand the practical aspects and consequences of those. Also always try to contribute and participate in assignments after giving feedback, ready for support for better outcomes. This will help to build trust and positive relationships.

Suivre un projet a beaucoup d’avantages : montrer au client que son projet est important, que les produits sont correctement installés, que les mesures de certification sont toutes en CORRECT et avoir la vision des produits installés et s’ils sont pratiques à utiliser C’est aussi l’occasion d’avoir le feedback de l’installateur sur les produits et savoir ce qu’il faut éventuellement améliorer.

After your initial feedback session, schedule a follow-up meeting to discuss any questions and observe progress. This demonstrates your commitment to the employee's development. It also reinforces the importance of the feedback provided. Try using tools like shared documents or progress tracking software to visually monitor improvements and make adjustments as needed. Such consistent engagement helps maintain momentum and shows your dedication to their success, fostering a culture of continuous improvement and open communication.

Follow up as a critical component of feedback. Most importantly, it demonstrates your commitment to the subject of the employee’s development. This shows them that you value their development.

Feedback is critical for development and also in building trust. If the key deliverables are finalised and linked to metrics...then there is a common ground to see where the gap is and help with feedback and also listen to the other side and make changes. Another area in behaviour. This can be as and when we have noticed or hearing consistently about a non-acceptable behaviour which is proven. Immediate feedback and action is required in such cases.

Effective feedback in remote settings requires clarity, empathy, and specificity. Start with a positive note, be clear about what needs improvement, provide examples, and offer constructive suggestions for growth. Now, for a satirical personal experience: Once, in a remote feedback session, I accidentally hit the mute button while giving feedback. The recipient spent the entire time nodding along, thinking I was giving praise, while I was actually critiquing their work. Later, they thanked me for the "encouraging" feedback. Lesson learned: always double-check your mute button, or risk unintentionally boosting someone's ego!

Effective feedback happens when you built a relationship. It shouldn’t matter whether it’s in person or remote as long as you have a relationship. Build that relationship first and then the feedback will flow freely.

When Alex decided to give remote feedback to Jamie, he aimed for the perfect blend of clarity, empathy, and specificity. Starting on a high note, he dived into the constructive part, armed with examples and tips for growth. However, a twist awaited: unbeknownst to Alex, the mute button was his silent accomplice. Jamie, seeing Alex's animated expressions, assumed a stream of praises and nodded appreciatively. The mix-up came to light when Jamie later expressed gratitude for the "uplifting" feedback. Alex learned a valuable, albeit humorous, lesson: always check the mute button to ensure your message doesn't get lost in translation.

Balance Responses with Pre-feedback Questions - In remote meetings, gauge perspectives by asking questions related to the feedback before providing it. This approach helps balance responses accordingly. Instead of bluntly stating something is unacceptable, engage in a conversation to understand the reasoning behind decisions or actions before offering feedback.