Importance of feedback
📌 This guideline is not just for People Managers, it is also to use during peer-to-peer feedback. Feedback conversations are the foundation for professional and personal growth.
You should never wait to share feedback, use weekly 1:1's to share feedback, or if it is something more urgent or serious, schedule a call right away to ensure it does not have a negative impact on the employee, team, or organization.
- Enables our Transparency value and to ensure everyone knows what is clearly expected of them.
- Creates an avenue for direct and open communication.
- Helps avoid major mistakes.
- It instills trust in a team.
- Humans hate being lied to.
How to prepare to give candid but kind feedback
- Prepare for the feedback session and consider these key things before the call:
- What is the cause and why do you want to share this feedback?
- What is the effect it is having on the team/organization?
- What actions can this person that you are sharing feedback with, take? What suggestions can you provide?
- Communication and Culture: Could someone's background affect the way they receive feedback? Use inclusive language, get straight to the point and continue to remain aware that feedback styles can be different from country to country. Ask whether there are any questions or if any clarification is needed from what you shared.
- Harsh feedback does not help people thrive or excel, be kind going into the discussion, have an empathetic approach, and be well prepared on how the feedback aligns back to Remote's values.
- If needed, practice.
- If you are a first-time manager, if you have a low level of trust built in this employee relationship, or if it’s just been a while, you can always practice.
- This could look like writing a quick script or notes ahead of the call.
- This could look like reaching out to a people partner to role-play.
- Be open and understanding, whether giving or receiving feedback, actively listen to the person, and if you're not ready to respond, ask to take some time to think about it.
- Don't wait to share feedback, add it to the next 1:1 agenda, ahead of the call, or if more serious, have a call right away or as soon as possible. This is a common management error. It’s easy (and human nature!) to want to wait or to procrastinate, but the longer you wait, the less opportunity the employee has for learning and the less effective that feedback may be.
- Keep feedback constructive and timely, this could directly impact someone's behavior or performance right away.
- Avoid using "You never ..." or "you always ...", instead provide specific feedback from a specific situation that you observed, for example: "In the call with the user-group, you shared something with the group that we will not be able to deliver on, this could have a direct negative effect on our relationship with this user-group. I would encourage you to use, instead, accurate information when you make commitments and ensure we can deliver a great result. Does this make sense to you?"
- A helpful way to share feedback is to share the situation, the behavior, and the impact this is having.
- Give the person time to reflect.
- Allow a conversation. Once the person has had a chance to process, a conversation can help enable the employee to better internalize the feedback, understand it and grow from it. Note: There’s a difference between questions to seek understanding and questions out of defensiveness.
- Be available for questions or requests for clarifications.
Self-Awareness and Feedback