{"id":18599,"date":"2022-11-21T16:37:55","date_gmt":"2022-11-21T14:37:55","guid":{"rendered":"https:\/\/www.talentlms.com\/blog\/?p=18599"},"modified":"2023-03-01T13:04:18","modified_gmt":"2023-03-01T11:04:18","slug":"remote-work-feedback-best-practices","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/remote-work-feedback-best-practices\/","title":{"rendered":"How to give remote work feedback and remove the negativity bias"},"content":{"rendered":"

By now, remote working has comfortably settled itself into the fabric of most modern offices.<\/p>\n

HR policies are in place. Technology\u2019s all set up. Workflow, task management, and communication tools have all helped employees form firm routines. And, above all, cultural expectations based around a digital-first framework have been established.<\/p>\n

But while many of the remote working fundamentals are embedded and operating smoothly, some aspects of working life are still on catch-up.<\/p>\n

Time to talk about remote work feedback.<\/p>\n

Yes, your remote employees are getting on with their job. But how are they coping? Has remote working impacted their performance?<\/strong> Remote working aside, what training or development do they need? And, most importantly, how can you find out?<\/p>\n

Giving (and receiving) feedback is a skill.<\/a><\/strong><\/p>\n

And many of your managers will have received specific effective feedback training<\/a><\/strong> around this. But giving (and receiving) constructive<\/em> feedback when working remotely<\/em> requires a different approach.<\/p>\n

So, how to give effective feedback while working remotely? Here, we look at the unique challenges that come with developing a remote workforce. And share best practice tips to help overcome them.<\/p>\n

\"How<\/p>\n

Why remote work feedback matters<\/h2>\n

The value of constructive feedback<\/a> is well documented. Most sources agree that it leads to happier, more motivated, and more productive employees who stay in their jobs longer. And, because of this, most companies now invest heavily in training and resources that support a healthy feedback culture.<\/p>\n

However, since the rise in remote working, a worrying trend has emerged.<\/p>\n

According to research carried out by Garter<\/a>, the majority of remote employees receive less feedback than colleagues based on-site. And, of the feedback given, most of it\u2019s corrective, rather than positive.<\/p>\n

The irony here is that remote workers are more susceptible to feelings of isolation, anxiety, and stress.<\/strong> And they\u2019re more likely to have a disproportionately strong response to criticism (a reaction also known as negativity bias<\/a>).<\/p>\n

Given this, surely remote workers need more feedback, not less. And a carefully balanced and encouraging approach too.<\/p>\n

So, why the discrepancy?<\/p>\n

Well, physical distance obviously plays a big part.<\/strong> Communicating with someone outside the office takes more effort. And if it\u2019s considered a \u201cnice-to-have” (i.e., \u201cGood work<\/em>\u201d) rather than a \u201cmust-have\u201d (i.e., \u201cWhat went wrong?<\/em>\u201d) chat, it can easily be forgotten amid the pressures of day-to-day office life.<\/p>\n

It\u2019s also impossible to track employee behavior. Or respond to ad-hoc events. For example, an off-the-cuff \u201cyou handled that tricky call well<\/em>\u201d comment to an employee sitting at the next desk, is harder to replicate with the employee sitting at their desk at home. Not only is there a lack of immediacy and opportunity, but the manager won\u2019t have overheard the \u201ctricky conversation\u201d in the first place.<\/p>\n

Then there\u2019s confidence.<\/strong> The change to remote working has thrown a curve ball to many, including managers and team leaders. And, even for those well-trained in giving feedback, having to suddenly shift approach and deliver it remotely can be daunting. Add to this the fear of employees reacting badly due to negativity bias, and it\u2019s easy to see what feedback is either forgotten, dodged, or considered \u201cbest avoided.\u201d<\/p>\n

So, what\u2019s the answer? The good news is there\u2019s not one answer to the challenge, but seven. Let\u2019s take a look.<\/p>\n

How to give effective feedback in remote settings<\/h2>\n

Few leaders have been trained to manage remote teams<\/a><\/strong>, let alone manage a remote feedback process. And the learning curve can be steep. But having a list of good feedback practices for remote employees can make all the difference. The list that follows is a good starting point.<\/p>\n

1. Establish trust<\/h3>\n

For feedback to be effective, it has to feel credible.<\/strong> Which means it needs to come from a source your employee trusts. In many ways, good feedback delivered over time builds trust. But with remote employees, this process takes too long if left to grow organically. So it needs to be worked on from the start.<\/p>\n

But how? Well, the first step is to establish a relationship beyond the formal employee and manager dynamic. Team-building exercises or virtual group \u201chappy hours\u201d can be used to grow trust across a wider group. They also give managers and employees a chance to get to know each other better. People react to feedback in different ways.<\/strong> Using information from these sessions, managers can adapt their approach to suit each individual.<\/p>\n

Working \u201ctogether\u201d virtually also makes a difference. A good approach is to set up time at least weekly to jointly go through tasks, work on a project, or simply work in tandem. Microsoft Teams\u2019 \u2018Together mode\u2019 functionality is ideal for this. A digital working space helps individuals based in different locations feel like they\u2019re sitting with their peers rather than on their own at home.<\/p>\n