Find out how to use generative AI to write performance reviews and employee...
Aug 05, 2024
Real talk. Remote work evaluations can be awkward, especially if you haven't built a solid working relationship with your team just yet.
Feedback is hard, period. But doing it over Zoom? It can feel forced and tense. Most remote interactions are confined to scheduled meetings, which are often packed with agendas and tasks, leaving little room for meaningful and spontaneous feedback.
This can lead to a feedback gap, where six months pass by, and you're writing a performance review without giving informal feedback throughout the year.
Make remote feedback work
Here’s how:
1. Share the review beforehand
Everyone processes feedback differently. Set your team up for success by sharing your review at least two days before the meeting. This will help your direct report come prepared and reduce anxiety for both of you.
2. Use discussion prompts
Don’t waste valuable virtual face-to-virtual face time reading the review. Instead, use targeted conversation prompts like:
- What can we prioritize together this quarter?
- How can I support you better this year?
- What barriers can we remove from your workflow?
- What feedback stands out to you the most?
3. Check engagement pulse
Think of performance reviews as a health check. They can boost or decrease employee engagement. Use this time to ask for upward feedback, understand their career goals, and see how you can support their growth.
Commonly missed opportunities
1. Build "social credits"
Research shows (I know because I dug for it) that relationships thrive when there are at least five positive interactions for every negative one.
This means regularly engaging in supportive, constructive, and positive communications with your team to build a strong foundation of trust. You should be doing this before delivering critical feedback. Plus, this makes feedback more effective and less likely to feel like a sudden attack.
2. Develop your feedback muscle
Feedback should be consistent and habitual. Make it a regular practice, whether it’s after projects or quarterly check-ins. Consistency helps in managing remote teams effectively and you a stronger manager.
3. Stick to a framework
Pick a feedback framework and stick to it. Consistency is key. Ensure feedback is relevant, actionable, and based on business outcomes. Balance praise with constructive suggestions and use a common language for feedback across your team.
The TDLR
- Share reviews early: Give at least two days' notice.
- Use prompts: Focus on discussion, not reading.
- Check engagement: Use reviews as a health check.
- Build trust: Positive interactions build better feedback.
- Be consistent: Regular, structured feedback is crucial.
