How much ad hoc feedback do you give in your remote working team?

In many teams that work remotely, interim feedback is forgotten or has never really been practiced. Organizations often assume that quarterly or annual feedback are sufficient for developing a team culture.

But that's not quite the case ...

Regular feedback shows that you as a leader are aware of and value the work of your team.

What other benefits does regular feedback have for you as a leader?

1. Motivation and commitment: By regularly recognizing successes and identifying areas for development, team members can stay motivated and strengthen their commitment to their role.
2. Quick problem solving: Daily feedback allows problems to be identified early and resolved quickly before they escalate into bigger issues. You save time in the long run!
3. Building trust and relationships: Regular interaction and sharing of feedback helps build trust between you and your team members and strengthen relationships.

What could happen if you don't continue to focus on feedback in a remote context?

1. Poorer performance development: Without sufficient feedback, your team members lack the opportunity to continuously improve and develop their skills. This can lead to stagnant performance and inhibit the growth and development of your team in the long term.
2. Feeling like it doesn't matter anyway: A lack of feedback can lead to a lack of motivation and commitment from your team members. Without recognition for their work and clear direction on how they can improve, they may lose interest in their tasks.
3. Fluctuation: Team members may change direction and end up leaving you.

So how can we implement ad hoc feedback in a remote context?

To establish regular feedback, it's super important to build an open and supportive feedback culture where constructive feedback is valued. Give regular feedback yourself and show that feedback is an integral part of the work process.

Here are a few suggestions:

1. 1on1 Check Ins: When you schedule time to check in with colleagues individually, you are signaling appreciation. Take time regularly to ask how things are going and how they are doing.
2. Regular check-ins: Meet up as a team and check the status quo of work processes to discuss progress, clarify open questions and exchange feedback. Schedule time for this to give your team the space to share.
3. Short meeting paths: Do you pick up the phone when you notice something? Don't wait until your feedback gets lost in a sea of tasks. Do it directly!

So let´s do this!