Work is evolving and we need to adapt to these changes. The days of informal meetings over coffee in a communal kitchen or chatting by the water cooler (I've actually done that) are impossible anytime soon, so as remote work managers we have several opportunities to praise our employees and give them helpful feedback.
In this unstable and stressful economic climate, employees are turning to management for direction, support and motivation. Feedback given with empathy and patience is the glue that binds employees to productivity.
Here are my top tips to ensure you're providing effective and constructive feedback no matter where you and your team are.
Tips for providing feedback remotely
1. Communicate frequently and informally
Working remotely does not inherently provide the same human contact as a traditional work environment. This style of work requires more communication, so start by communicating regularly.
Start the conversation with a question: "How are you today?" and "What are your priorities and the most important things you're working on today?" Remember, a little empathy will do the trick.
The key is to let employees know that you're on their side, even if you need to address something they could improve on. You can maintain this connection by communicating regularly with your team - via chat, phone call or email. It can also help overcome common feedback issues and build trust.
2. Ensure effective communication
In times like today, body language and facial expressions are important. Use a platform such as Microsoft Teams or Zoom to conduct individual and team meetings.
Turn on your camera. This is extremely important, as employees used to seeing you through a screen are only used to seeing you through direct communication. Stay focused and turn off notifications so you're not distracted by other calls or emails.
Another important thing to do to ensure effective communication is to clearly define your job requirements right from the start. If employees know what to expect, they can act accordingly.
Unlike administrative workers, remote employees can't just learn from observing their colleagues and managers. Without guidance, their learning curve will be much steeper. Constant communication is important. Never assume "no news, good news".
Your remote employees trust you to be open and honest with them. Be sure to do the same. If an employee doesn't respond or misses a deadline, don't think they're slacking. Instead, give him or her a hand. They may be swamped with work or dealing with a personal matter.
3. Providing constructive and negative feedback
Providing feedback (especially negative feedback) is an essential part of effective people management, but it's easy to get it wrong. Unsurprisingly, by giving negative feedback, you're getting into sensitive territory.
Most people objectively understand that feedback serves as an important goal in career advancement and that giving negative feedback is a way to support your employees' development, but it doesn't prevent potential psychological stress.
Be specific in stating what works and what doesn't. When you do have negative feedback, be sure to talk about it directly with the person and not in a group setting.
Leaders can often unintentionally embellish their criticism. To avoid this, ensure that feedback is given frequently. This has been shown to be more accurate. When the time comes for negative feedback or constructive criticism, relationships and mutual trust will already be cemented and you can therefore be more honest.
Make sure to focus on the specific issue and not the individual, and to be factual and not personal. It takes 10 positives to counteract one negative. It's also important to remember that you need to be open to negative feedback as well.
4. Share the good news
Positive feedback is a great motivator and is essential for building team spirit. Just because you're not physically in one place doesn't mean you can't create an environment where your team can feel connected.
An email sent to a team or company is a very encouraging way to share news of a win, the completion of an important task, or just praise for a job well done. Celebrate everyone's success openly (with their permission, of course).
Having a dedicated written space for recognition or gratitude can be an excellent opportunity to share feedback and the perfect opportunity to call out "kudos" to a colleague.
Managing work and feedback to employees remotely requires a bit more thought and work, but with the right tools, it can be simple and straightforward for both manager and employee.
To learn more about hiring and managing remotely, download our guide, COVID-19 Guide for Employers. If you have any questions, please contact us at