Skip to main content

Featured Post

Team Work

  Team Work Today’s teams need something more remoteness and change, also as data communication and changing membership, make them especially inclined to the issues of “us versus them” thinking and incomplete information. The key's developing a shared mindset between team members. Even a team leader can do that by nurturing a standard identity and customary understanding. The team advanced from having a mix of cosmopolitan and native members, people that have lived in multiple countries and speak multiple languages, and other people with deep roots within the area they’re working in. Multicultural members bring technical knowledge and skills and proficiency that apply in many situations, while locals bring country knowledge and insight into an area’s politics, culture, and tastes. Adding members is of-course a method to verify that a team has the requisite skills and variety, but increased size comes with costs. Larger teams are more susceptible to poor communication, fragmen

How HR can build a feedback culture with remote teams during COVID-19?

How HR can build a feedback culture (Delivering Constructive Feedback) with remote teams, Without Sinking Employee Morale during the COVID-19 pandemic. 




Employee feedback is a powerful tool. If offered appropriately, it has the ability to develop and improve the trust level and communication, and reinforce the bond within the team.

As the world is adjusting to the COVID-19 pandemic, most of the employees are working remotely. Digital communication is playing a vital role in our everyday interactions. It makes us rethink how to work effectively with the teams remotely-including how to deliver constructive feedback?

Consistent feedback is critical to the success of any team. 40% of employees are actively disengaged when they don’t receive feedback. It must be delivered in the right way at the right time to be effective.

Working from home for an extended period of time is beneficial but it can be stressful as well. The best solution is to stay connected and coordinated with each other as much as possible.

Follow these tips to build a great constructive feedback culture and make sure you are moving the needle, even the team is working remotely.

1.  Set-up standard time for 1-on-1 meeting (Preferable video call) – setting up 1-on-1 and making them regular will do wonder for employee engagement and tracking their progress. Better to have a set of predefined questions to understand his/her expectation, worries, and the help or support which is required to do the job. Make sure to encourage your team weekly when they are working remotely. And daily with team leads and peers.

 

2.  Create a positive feedback culture – Make sure to provide positive feedback to your remote team members regularly and encourage them to celebrate success virtually. By doing this we create a habit of sharing praise with each other. To do this we create a Slack integration that allows our team to share positive feedback on a dedicated slack channel. We have seen that the more people received praise notifications on the slack channels, the more likely they share praise with others. This helps to create positive feedback culture within the organization.

 

3.  Be aligned with Objectives and Key Results (OKR) and track progress – while working remotely, managers and teams need to communicate very frequently to understand who’s been working on what, so a person can pinpoint the bottlenecks and share progress updates. This will ensure everyone owns their accountability and feels a shared sense of purpose. Staying on top of objectives is one of the best ways to support performance and keep the team moving in the right direction. Even though employees might not be in the same place, that doesn’t mean that their professional development should seize either. Make sure to continue setting and tracking personal development goals as well as business ones. 

4.  Educate team members on how to frame their feedback – request them to use the coin feedback model - first, establish the context by ensuring the employee understands the background you wish to discuss. Then describe your observation truthfully in a natural way and the impact on the team. Finally, tell the next steps that create accountability and follow up. While delivering feedback, focus on a person’s behavior and his/her actions, not the person. State the specific action or behavior, what did you hear or see? Why it is important to change? Next time they are faced with a similar issue, what do you want to see? Managers and HR teams make sure that all feedback is free of an individual’s opinions. It is constructive in a way where specifics are included and employee is given a fair chance to improve. 

5.  Set up regular 360-degree feedback - Once your team is comfortable with sharing great feedback it's important that you encourage them to share feedback with each other on a regular basis. Communication is one of the vital keys to creating an effective team remotely.

 

6.  Employee engagement - make sure to track employee engagement. Working from a distance can disturb teams and individuals. Disconnecting from what’s going on in the company and even in one’s team is a real possibility. Keep a finger on the pulse of remote team engagement. Encourage regular check-ins and conduct engagement surveys.


Effective feedback in a remote workplace can make a difference in the success of your remote employees. Providing consistent and full communication will keep them on task as well as productive and inspired. The more precise your communication, the more successful your message will be. So, pick up the phone and open your virtual office access. Let the channels of good communication flow and reap the benefits of a productive remote workplace.

Comments

  1. Keep writing. Good stuff here.

    Visit mine, dropping my website link

    http://www.shivanablog.com/

    ReplyDelete

Post a Comment

Please let me know, if you have any queries.

Popular posts from this blog

How to prepare for a remote interview?

Coronavirus spreading all over the world, as this condition is troubling us Socially, economically, and emotionally. Hence, trusting the next normal would become essential, and getting used to new measures would be important.  HR should admit that organization will stay working remotely. With this in mind, HR can well prepare for the upcoming development, how to conduct HR functions and procedures remotely.   Human resource management is going to be a powerful force for how we reconsider, reinvent, re-engineer, reform, and rejuvenate. We’ve seen how people truly are the most vital corporate assets.  In the recruitment ecosphere, remote interviewing will develop a common practice. Therefore, you can take this opportunity to develop the most impactful approach to conduct remote interviews and encourage this skill in the future. Even Though we have continually been trained on how to conduct a face-to-face interview. we might lack knowledge about the tips and tricks of leading remote inter

Emerging skillsets sought by industries.

Look towards the future of work culture – the purpose-driven, people, and only a people-focused workplace. It is essential for an HR professional to focus their attention on the human component of human resources management and people management to continue providing and engaging exceptional work experiences. The skills that demonstrate, how we work with co-workers and bring new innovative ideas to the table. E.g. creativity, collaboration, persuasion, and emotional intelligence, etc. The industries are gravitating towards talent with interpersonal and people-oriented skills. Emotional intelligence acquired its place, while task-oriented skills remain critical to our accomplishment at work. The employer value our ability to work well with colleagues. The most in-demand soft skills are all about how we work together... 1.   Cognitive Flexibility:  It is all about being a mental gymnast. How easily you can back and forth between the different systems of thought.    2.   Interpersonal S

Challenges faced during Pandemic.

The sudden COVID-19 existence has taken the employee’s mental health in the front seat. When employees were occupied in an office work atmosphere, it was very easy to recognize their pulse and sensitivity, and that assisted the organization extremely, to deal with the matters.     Who on earth has ever assumed of the challenges that COVID-19 has emerged on? The terrifying feeling of not knowing what the future holds and what actions to take to sustain organizational acts is a big task.  The ambiguity has crushed the economy, employees are in a tense situation, and HR professionals are trying their best to keep all in viewpoint and united. We all are shaken by ambiguity. Employees are affected psychologically, not knowing what the future retains for them, and HR professionals are trying to put all in alignment.  The sudden move in work culture developed a toll on overall employee health and welfare. Stress, nervousness, and other mental health issues have constantly been there. Or