Here's how you can provide effective feedback to remote team members.

Keep in mind that with remote team members, you are also dealing with time zone differences and possibly cultural differences. For example, lunch in Brazil is the main meal of the day, and a typical lunch break lasts for 2 hours, from 12 p.m. to 2 p.m.

Before starting feedback sessions, it's important to establish clear expectations with your remote team. This means defining the purpose, frequency, and methods of feedback that will be used. Make sure your team members know that feedback is a regular part of their professional growth and is meant to help them succeed. Being upfront about what you expect from them and what they can expect from you will encourage open and honest communication.

Providing effective feedback to remote team members can be challenging due to the lack of face-to-face interaction and potential communication barriers. However, with the right approach, you can ensure your feedback is constructive, clear, and well-received. Here are some tips on how to provide effective feedback to remote team members: 1. Schedule Regular Check-Ins 2. Use Clear and Concise Communication 3. Choose the Right Medium 4. Be Specific and Actionable 5. Balance Positive and Constructive Feedback 6. Encourage Two-Way Communication 7. Be Timely 8. Foster a Supportive Environment 9. Document Feedback 10. Recognize and Celebrate Achievements

Firstly, it's essential to understand that working remotely does have it's own challenges so offering timely feedback, acknowledging both strengths and weak areas for improvement while showing empathy and support for the unique challenges of remote work is important. It is really important to be specific Encourage open dialogue and two-way communication, allowing team members to share their perspectives and ask questions. Follow up on feedback discussions to ensure progress and offer further assistance if needed.

We may be accustomed to communicating through email, text, Slack, etc. when dealing with remote staff but these medium lack the opportunity for non-verbal feedback and tone of voice. If it not possible to meet in person (highly preferable) physical distance may make this impossible. In that case, video conferencing such as Zoom or Teams is strongly preferred. Recently I had two employees who are not typically remote communicating via text. This started out amicably enough but when one switched to a more formal tone in their word choices, the entire tone of the communication shifted and resulted in serious misunderstandings where both employees were offended by the other. This was ultimately resolved with a face to face meeting.

How you give feedback may depend on the type of feedback you need to share. If you're providing feedback on a document, written proposal, or formatting, online comments or edits may be sufficient. However, if the feedback is about performance or how you are working together, face-to-face feedback (delivered virtually) is usually more effective.

Aproveite ao máximo as diferentes plataformas de comunica??o disponíveis, como email, mensagens instantaneas, videoconferências e chamadas telef?nicas, para garantir que o Feedback seja entregue de forma oportuna e eficaz.

O modelo que eu acredito é o da autoavalia??o. Vários critérios s?o listados e o próprio colaborador percebe seus pontos fracos e fortes, e juntos conversamos sobre os caminhos de melhoria. Para isso é importante uma comunica??o eficiente, objetivos claros e promo??o de autonomia – tudo isso leva à evolu??o e a autoconfian?a, características necessárias para o trabalho de alta performance.

Quoting Brené Brown, "Clear is kind. Unclear is unkind." Be factual. Be clear. Be courageous. When giving feedback, provide specific information about what you experienced and how it impacted you. Ask for the other person's perspective on the situation. During a performance review, ensure that no feedback comes as a surprise. Your team member should have already received that feedback earlier. Third-hand feedback is difficult to hear because it often lacks detail and leaves one wondering what is being said about them.

Um feedback mal transmitido também é aquele que acaba sem um plano e sem a valoriza??o dos pontos positivos. Ao final da reuni?o, tanto o gestor quanto o interlocutor devem ter um alinhamento claro sobre quais ser?o os próximos passos, em qual prazo e quais s?o as for?as que devem ser preservadas.

Sendo claro e especifico sobre os comportamentos e resultados que você esta abordando. Use exemplos concretos para ilustrar seus pontos.

Open communication is essential, particularly in remote work environments where face-to-face interactions are limited. By encouraging dialogue, we ensure feedback becomes a two-way street, enabling team members to ask questions, voice concerns, and share their viewpoints. This approach helps to prevent misunderstandings and fosters a collaborative atmosphere where feedback is seen as a means for growth rather than criticism.

Let me also add that you can encourage remote team dialogue by scheduling regular video meetings, using collaborative tools like Slack or Microsoft Teams, fostering an open and inclusive culture, and setting up virtual social events to build rapport.

Offering support is very different from micromanaging your employee. Understand that you have chosen a personal with particular skills and they are capable to run the work they are being paid for.

Além de fornecer feedback, oferecer suporte e recursos adicionais, como treinamentos, mentoras ou materiais de referência para ajudar os membros da equipe de forma a melhorar seu desempenho e alcan?ar seus objetivos.

Um diálogo construtivo só é viável por meio da constru??o de uma rela??o de confian?a. E é justamente no período de acompanhamento que esse la?o pode ser fortalecido. Embase o seu posicionamento propondo ajuda e apontando outros caminhos para que o plano de a??o seja efetivo. Para isso, tenha interesse genuíno no que a pessoa apresenta e argumenta. Use a inteligência emocional a seu favor.

Checking in on someone after giving feedback shows support, interest, care, and concern. After they've had time to process the feedback, ask if there's more to explore in the conversation. How else can you help? What can you do to support them? I've received feedback that takes time to process. Often, I've had to ask for more clarification as I reflect further on the situation.

Consider your words and how they may sound coming back at yourself. A good manager or colleague steps back and allows another to do what they do best, and while we may not always do it the same way, it does not mean our way is correct. Try to give others perspective, rather than telling them what to do. Use the "donut method". Say something positive, followed by "But I may have some suggestions to consider..." or "but I also noticed.." as a doorway to insert your criticism or ideas, and then seal it with a recap of the positives. This will make your team mate feel empowered and valued, rather than belittled and talked down to.

No trabalho remoto, para um feedback eficaz, a colabora??o precisa ir além do ambiente profissional. é preciso conhecer as pessoas por trás das telas, entender suas motiva??es, desafios e até mesmo seus interesses pessoais. Ao entendermos uns aos outros em um nível mais humano, estamos melhor equipados para colaborar de forma eficaz, superar desafios e alcan?ar objetivos comuns.

Think about how you'd like to hear feedback. Consider your communication style vs theirs. Consider time and context for feedback, as you plan a feedback conversation.