Tips for Feedback Mechanisms in Remote Teams

Your primary role as a leader is to develop your team members. Providing regular, timely feedback is a necessary aspect of helping them reach their potential. But sometimes, feedback can unintentionally come across as criticism, making teams defensive rather than inspired. The difference lies in your approach. Where Leaders Go Wrong: 1) 🕛 Timing: Jumping on mistakes as they happen can make team members feel targeted. 2) 👥 Setting: Offering criticism in front of peers and in a public forum can embarrass and demoralize. 3) 🗣 Lack of Specificity: Vague feedback leaves team members confused about how to improve. Here’s how to ensure feedback is useful: 1) ⏸ Pause and Plan: Give yourself time to consider and frame the feedback. This allows you to approach the situation with a clear, constructive plan rather than a reactive comment. 2) 👨🏫 Choose the Right Setting: Feedback should be a private conversation, not a public spectacle. This creates a safe space for open dialogue. 3) 🎯 Be Specific and Actionable: Clearly articulate what needs improvement and offer specific, actionable steps to achieve this. Set benchmarks and measurements for growth and follow-up. This shows your commitment to their growth. 4) 🚩 Focus on the Behavior, Not the Person: Emphasize that the feedback is about actions and outcomes, not personal attributes. This encourages a growth mindset. 5) 🗣 Invite Dialogue: Feedback is a two-way street. Encourage your team members to share their perspectives, fostering a collaborative approach to improvement. Next time you have feedback to give, apply these 5 steps. You’ll find defensiveness shifts to receptivity and results. #feedback #growth #communication #leadership #executivecoaching

From being a mom to my unsure first experiences with leadership to working in human resources onboard at Disney Cruise Line, I’ve learned how critical feedback is for maintaining relationships and cultivating growth. Which is why this is part of the series: Become an Aligned Leader in 2024 - Strategy 18 of 21: The Feedback Loop is a cornerstone of continuous improvement. Here are the 5 key steps that make it a game-changer: 1.     Provide Role Clarity: Clearly defining roles lays the foundation for success. When everyone understands their responsibilities, it creates a roadmap for achievement. 2.     Measure What Matters: Metrics guide progress. Focus on key performance indicators that align with goals, ensuring efforts are directed towards meaningful outcomes. 3.     Timely Feedback: Waiting for scheduled reviews is a thing of the past. Timely feedback, especially when veering off course, corrects the trajectory promptly, preventing detours. 4.     Recognize and Reinforce: Positive outcomes deserve recognition. Acknowledge achievements, big or small, to motivate and reinforce behaviors that contribute to success. 5.     Check for Understanding: Effective communication is a two-way street. Regularly check for understanding to ensure that messages are received and interpreted as intended. Repeat as needed, because effective feedback is an ongoing, organic process that adapts to the evolving needs of the people in your teams. But wait, there’s more! Here are some quick, but important bonus items: -         In the Flow, Not Stress: Timing matters. Avoid providing feedback when stressed, ensuring that the message is delivered constructively and received with an open mind. -         Document for Clarity and Growth: Documenting feedback provides clarity and serves as a roadmap for growth. It transforms insights into actionable steps, fostering development over time. -         Be a Mentor: Guide others through the Feedback Loop as a mentor, not a manager. Share experiences, provide constructive feedback, and inspire a culture of continuous improvement. Do you have any experiences with the feedback loop? What would you add to this list? Feel free to share in the comments below. Thank you so much for reading, and I’ll see you tomorrow for strategy #19! #leadershipdevelopment #feedback #feedbackloop #focusonwhatmatters #effectiveleadership #careergrowth #professionaldevelopment *** Follow me for more content on becoming an Aligned Leader and join our growing newsletter community “Align & Thrive” for tips and strategies on becoming the very best leader you can be.  

If you're worried giving constructive feedback to a direct report will damage the relationship, this process is for you: 1 // Set the expectation that feedback will be an ongoing initiative Tell the team you care about their growth and development. Beginning this quarter, you will provide them with quarterly feedback. 2 // Set the goal posts You may be thinking to yourself, “We’re in Q4. I don’t have time to set up a performance plan!” I get that! But there’s no time like the present to take your team to the next level. Tell them that you will set 1:1 meetings with them. They will tell you what they'll accomplish by the end of the quarter. 3 // Check in on progress with 1:1s Schedule 1:1s with your team every 1-2 weeks. Don't cancel or postpone them. Ask them how they are doing on achieving their goals. These meetings will increase the odds of success by refocusing the team on their goals. Don't be afraid to ask a question like: "what will you achieve by our next meeting?" or "you said you would call the customer by yesterday, why didn't you?" 4 // Keep notes on progress After your 1:1 meetings, record a few simple, specific comments in a Word doc, Apple Notes, etc. Make a file per individual. After every meeting, add a new line for the date, and a few bullet points. 5 // Conduct the quarterly feedback session Here are the questions: - "How did the quarter go?" - " Let's review the outcomes for each of your goals. Walk me through the results." - "I'd like to share some specific feedback based on what I've observed over the quarter." Feedback needs to be specific. Use the file for positive and constructive feedback. - "What help do you need from me?" This process has been a game-changer for me.

Make feedback normal. Not a performance review. This is especially true when you are managing remote teams. I’ve managed 100% remote teams since 2018, and providing a continuous feedback loop has been essential to building successful teams. Many managers aren’t effective communicators. They don’t praise their teammates when they’re doing well or give them feedback when they can improve. This creates an unhealthy team dynamic, making it almost impossible to be an effective remote team. If you’re managing a remote team, I encourage you to give constructive feedback regularly. Make giving feedback normal. You and your team will grow as a result.

In any collaborative environment, providing constructive and thoughtful feedback is a skill that can elevate both individuals and teams. Here's a quick guide to mastering the art of giving good feedback: Address the behavior or outcome you want to discuss with precision. Specific feedback is more actionable and easier to understand. Additionally, provide feedback as close to the event as possible, ensuring its relevance and impact. -Begin by acknowledging what went well. Positive reinforcement sets a constructive tone and helps the recipient understand their strengths, fostering a more receptive mindset for improvement. -Frame your feedback in a way that encourages growth rather than focusing solely on mistakes. Offer solutions or alternatives, guiding the individual toward improvement. Avoid personal attacks and maintain a professional, supportive tone. -Express your feedback from a personal perspective using "I" statements. This approach helps avoid sounding accusatory and emphasizes your observations or feelings about the situation. -Critique actions and behaviors rather than judge the person's character. This helps the individual understand what specific actions can be adjusted or improved. -Feedback should be a two-way street. Encourage the recipient to share their perspective, thoughts, and potential solutions. A collaborative discussion fosters a sense of ownership and commitment to improvement. -A healthy feedback mix includes both positive reinforcement and developmental guidance. Recognize achievements and strengths while offering insights into areas for growth. This balance creates a well-rounded view and motivates continuous improvement. -Pay attention to your tone and body language when delivering feedback. A respectful and empathetic approach enhances the impact of your message. Ensure your feedback aligns with your intention to support and guide rather than criticize. -Effective feedback doesn't end with delivery. Follow up to check progress, provide additional guidance, and show ongoing support. This reinforces the idea that feedback is a continuous process aimed at improvement. -Just as you provide feedback, be open to receiving feedback on your communication style. Continuous improvement applies to everyone, and being receptive to constructive criticism enhances your ability to provide effective feedback in the future. Remember, the goal of good feedback is to inspire growth and improvement. By incorporating these principles, you contribute to a positive and collaborative environment where individuals and teams can thrive. What would you add?

Feedback is your ally, not your enemy. It's tough to hear; tougher to ask for. But you should do it, whether you’re the leader of an organization or an individual contributor. How to solicit it effectively? Here are five steps. Embrace discomfort as growth. It's hard to hear we’re not perfect. But let’s be honest, we know we’re not. Getting feedback can help us see our blindspots and make us better.  Ask a focused, but open-ended question. Instead of asking, “Any feedback?”, ask questions that invite specific insights, like “What’s one thing I could stop doing or do differently to better  ___?” Fill in the blank with an area you’re hoping to excel in.  Give the feedback-giver time to think. If you’re asking it in-person, it can be as uncomfortable for the feedback giver as it is for you. If you’re asking through a survey, consider making it anonymous so people can give open, honest feedback. Listen with the intent to understand, not to defend. Acknowledge the feedback without judgment. Look for the kernel of truth in it.  Act on feedback and communicate back. Show you value their input by taking visible action. Close the feedback loop by sharing how you’ve implemented the suggestions or why certain advice couldn’t be acted upon at this time. This shows your commitment to improvement and encourages continued honest dialogue. I’ve observed leaders engage in “feedback theater” – soliciting feedback to appear to care about their team or organization, but dismissing it and moving on. In contrast, some leaders genuinely want feedback, but then ignore it, even when it’s specific and consistent. These behaviors effectively erode trust, disengage teams, and undermine commitment. Embracing feedback with courage, humility and a commitment to growth not only elevates your leadership but also builds a foundation of trust and transparency.

Feedback is fuel for high-performing teams. But achieving the level of trust necessary for brutal honesty is nearly impossible. Instead, you can structure your feedback so it’s both honest to you and heard by them. Here’s how: 1️⃣ When you ____ This is what the camera saw—facts and nothing else. Do not embellish or you'll break the spell. “When you presented to the client.” 2️⃣ I experienced ____ This is what you perceived, how you felt, your opinion of the situation (not them). Because it is objectively yours, it cannot be debated as long as you don't drift into "Why" they did it. “I experienced your presentation as overly detailed and not aligned to the customer’s stated need.” 3️⃣ That resulted in ____ These are outcomes, ideally as close to measurable business results as possible. If your team has OKRs or tracks operational metrics, try to connect them if possible. "That resulted in us losing the renewal of a long-standing account. " Once you’ve provided the feedback, shut up and listen. Avoid the temptation to clutter it up with caveats and unnecessary detail. You’ll be lucky if they fully hear your primary message. If they’re stunned silent, keep it simple: - "Do you agree?" - "What’s your reaction?" - "Did you experience it differently?" And most importantly: Listen to their response. You’re just as likely to learn something as they are. Feedback done well is a conversation, not a conviction. If you found this helpful and want more practical leadership tactics in your feed, give me a follow Dave Kline. And check out my full MGMT Playbook on Delivering Feedback That Empowers in the comments below.

Want to get more feedback from your team? Try these 3 tips:   ***** How many times have you told your team, "I want to hear your feedback!"; "I'm open to hearing whatever feedback you have"; or "What can I do better?" … only to be met by crickets? .…at least, it's crickets until you get a 360 report back, where you get plenty of anonymous feedback 😣   It is so frustrating! And so common.   But there IS more you can do to get feedback from your team that is timely and direct. Try these tips to unlock more feedback from your team, and let me know if they help: 🔓Require it Don't say you're open to feedback, require it. Saying you're open to it makes it optional - and since it's vulnerable to give upward feedback (both emotionally and financially), most people won't do it. Every time you have a one-on-one, save time for feedback. Make it part of the process, and don't accept the shrug, or "I can't think of anything." Let them start small and build a muscle of giving upward feedback. 🔓Be specific Instead of asking for generic "feedback," be specific: "What is one thing I can do differently that would make your job easier or help you to be more effective?" This allows them to give advice instead of telling you what you did 'wrong.' 🔓 Be receptive If you want to get feedback, be easy to give feedback to. Get curious instead of defensive. Try to understand the impact instead of correcting their interpretation. Whatever you hear, say "thank you." You don't have to agree, but you can always be appreciative of the vulnerability and positive intent.   What has helped you get more feedback from your team? #feedback #leadership #coaching