How do you foster a culture of feedback and appreciation in a remote setting? (original) (raw)
Last updated on Oct 30, 2024
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Feedback and appreciation are essential for building a positive and productive workplace culture, especially in a remote setting. However, it can be challenging to create and maintain a culture of feedback and appreciation when you don't see your colleagues face-to-face. How can you foster a culture of feedback and appreciation in a remote setting? Here are some tips to help you.
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Use the S.M.A.R.T method when setting expectations. Specific: A specific expectation is one that is clear and unambiguous. Measurable: has a clear target or objective. It should be possible to track your progress. Achievable: realistic and within your reach. It is important to set goals that are challenging, but not impossible to achieve. Relevant: A relevant goal is one that is important to you and your overall objectives. It is important to set goals that are aligned with your values and priorities. Time-bound: A time-bound goal has a specific deadline. This helps to keep you on track and motivated to achieve your goal.
In my professional practice, cultivating a culture of feedback and appreciation in a remote setting hinges on clear expectations. Regular check-ins and virtual appreciation boards play a pivotal role. Consistent, constructive feedback fosters engagement and a sense of value. Effective use of technology bridges the remote gap and enhances team cohesion.
Keep your communication tight, solution- and action-oriented. Your manager or client does not have all the answers. That’s why you’re there in the first place! Have you uncovered a problem? Great! What is your recommended solution? And how quickly and effectively can it be communicated? Recommendation: One way to do this is to analyze your email structure. One example: Are you using subject lines effectively? Use a consistent approach for subject lines in sending emails. Examples include: • FYI, only — no action needed: “There’s a great case study I want to share.” • Response needed by 2 p.m. PT/5 p.m. ET: agenda topics for Tuesday’s planning discussion. • Jane, I welcome your thoughts: recommendations for the upcoming launch.
In a remote setting, setting clear expectations is crucial to fostering a culture of feedback and appreciation. Begin by outlining what effective feedback looks like and why it is important. Make sure your team understands the value of both giving and receiving feedback. Establish guidelines and best practices for providing constructive feedback and recognizing achievements. Clarity in expectations helps ensure everyone is aligned and understands how to contribute to a positive feedback culture.
Fostering a culture of feedback and appreciation in a remote setting starts with making it a regular habit. Encourage frequent check-ins where team members can share feedback in a casual, open way. Use tools like Slack or Teams for quick shoutouts and recognition, keeping the vibe positive. Create a dedicated space for appreciation, like a “kudos” channel, where people can celebrate each other’s wins. Lead by example—give genuine feedback and express appreciation often. Also, don’t just stick to work-related praise; acknowledge personal milestones too. The key is to keep communication flowing and make everyone feel seen and valued, even from a distance.
In a remote environment, leveraging multiple communication channels is key to fostering a culture of feedback and appreciation. Use video calls, chat platforms, emails, and project management tools to provide feedback and show recognition. Each channel has its strengths, so choose the appropriate one based on the context and the type of feedback. For example, use video calls for in-depth discussions and chat platforms for quick acknowledgments. This multi-channel approach ensures that feedback and appreciation are consistent and accessible.
ne effective tool is Clappy, a Slack app that facilitates peer-to-peer recognition with a gamified twist. Clappy allows team members to celebrate each other's achievements seamlessly, making recognition timely and fun. This fosters a more engaged, supportive work environment where feedback flows freely, and appreciation becomes an integral part of your remote team's daily interactions.
In my view, fostering a culture of feedback and appreciation in a remote setting hinges on open, consistent communication. Using a mix of tools—like video calls, team chats, and email—ensures that feedback is timely and accessible. Regularly acknowledging team efforts through virtual shout-outs or shared platforms strengthens relationships and keeps everyone motivated, even from a distance.
Don't stick to just one channel. Send emails for official updates, use messaging apps for quick questions, and organize video calls for discussions or brainstorming. People prefer one way over another, so try to accommodate different preferences.
Interject and lean in on email threads, virtual calls and other opportunities to engage strategically and consistently. Share trends and recommendations that are timely and to-the-point that illustrate the critical thinking trait that got you hired in the first place! Your clients and bosses are managing multiple deadlines, not just the ones you’re leading. Need more time on that deadline? Have active discussions on key priorities so you know what’s truly important and when. Ask for extensions early, not late in the process.
Ensure that when giving feedback, it's specific, citing particular instances or actions. Avoid delays and offer prompt feedback after a project or task completion to keep information fresh. Similarly, promptly acknowledge the efforts of someone on your team when they excel, whether during your next team gathering or through a swift message.
Specific and timely feedback is essential in a remote setting. When you recognize an achievement or provide constructive feedback, be clear about what was done well or what needs improvement. Avoid generic comments and focus on specific actions and outcomes. Additionally, timely feedback is more effective than waiting until the next scheduled meeting. Addressing feedback in real-time helps reinforce positive behaviors and promptly corrects any issues, fostering a culture of continuous improvement.
If you're new to a remote setting, but looking to "set the culture", consider holding many more "1-on-1's". Virtual meetings are the MOST different from live meetings when there are many people involved. 1-on-1's don't lose as much when switched from real-life to virtual. SO - have more 1-on-1's, and then be sure to ask for lots of feedback from the people you're working with. Ask them for ideas. Ask them what THEY think YOU should be doing more of.
Fostering a culture of feedback and appreciation in a remote setting also involves seeking and receiving feedback. Encourage your team to share their thoughts and opinions openly. Create regular opportunities for feedback through surveys, one-on-one meetings, and team discussions. Show that you value their input by listening actively and implementing suggestions where possible. This two-way feedback loop not only improves processes but also makes employees feel valued and heard.
Foster a safe space: Make sure everyone feels comfortable sharing thoughts without worry. Establish clear rules: Let everyone know what's expected, making things easier for feedback. Encourage regular communication: Keep communication open so people can share thoughts freely. Deliver constructive criticism: When giving feedback, be nice and focus on actions, not the person. Be open to receiving feedback: It's good to listen and accept feedback too, not just give it. Acknowledge achievements and efforts: Say thanks and notice when someone does something great. Create actionable steps: Work together to find solutions based on feedback. Keep feedback continuous: Make feedback a regular thing so we're always getting better together.
To foster a culture of feedback and appreciation in a remote setting, create intentional spaces for celebration. Though it may seem like a traditional gesture, birthday cakes still matter for remote teams. 🧁 Establish virtual rituals for celebrations and socializing to strengthen relationships and lay the foundation for future collaboration. Shorten the affinity distance by finding unique ways to create team spaces for social connection. The method you choose is less important than ensuring you do it. An example shared by a recent company is they celebrated new talent by creating a personal emoji for each employee after six months.
Celebrating achievements and milestones is vital for maintaining a positive remote work culture. Recognize both individual and team accomplishments in virtual meetings, company newsletters, and on social media. Celebrate birthdays, work anniversaries, and project completions to show appreciation for your team's hard work. These celebrations boost morale and foster a sense of belonging, even when working remotely.
Acknowledge successes within your team, especially in a remote setup. Whether it's completing a project, reaching a goal, or even personal milestones, highlight these wins during your virtual meetings or team chats. Sometimes, organize virtual celebrations, like a group video call with a toast or sending personalized messages to express your appreciation for their hard work.
Celebrating achievements in a remote setting is crucial for team cohesion and motivation. Here's how we can take it to the next level: -Create a digital 'Wall of Fame' where team wins, big and small, are showcased - Slack's Canvas feature is perfect for this. -Implement 'Appreciation Fridays' with a quick huddle to highlight the week's successes -Encourage peer-to-peer recognition through a dedicated Slack channel -Surprise remote workers with personalized care packages to mark significant milestones When we make celebration a habit, even in virtual spaces, we're not just acknowledging success – we're building a culture of appreciation that transcends physical boundaries and fuels continuous growth and innovation.
Building trust and relationships is the foundation of a strong feedback culture in a remote setting. Invest time in getting to know your team members personally through virtual coffee chats, team-building activities, and informal check-ins. Trust is built through consistent, open, and honest communication. When team members feel trusted and connected, they are more likely to engage in meaningful feedback and appreciation practices.
One thing I have realized that really helps with building trust and creating an environment of "Open Communication" is as a leader, not shying away from receiving feedback. In fact, go a step further and encourage your teams to give you feedback and hold you accountable as well. To be build trust and be a good leader, you have to listen to the needs of your teams and that means sometimes an uncomfortable conversation. Encouraging feedback also sets the tone that this is not a one way street and shows how average feedback is. It is not always this big thing that is completely anxiety inducing. The key to them give you feedback is for you, as the leader, to listen and take it to heart. Don't just become defensive.
Be prepared in case of an emergency. Does your boss or client constantly postpone or cancel your meetings? Suggest alternative options to the meeting so that decisions can still be made, and projects don’t stay stuck. Recommendation: Always have a Plan B if your 1:1 or group call needs to be postponed or canceled. Create and send short pre-reads to those you’re meeting with that address agenda topics and points of discussion. In case the meeting doesn’t happen, there’s a record available so you can continue to advance the conversation via email, text or other forms of communication.
Walk the talk. Often remote team members don't have a voice. Not because the organization does not care but because the mode of work restricts larger social interactions. Being able to turn around and ask a query is not a luxury they have. They also have to try harder to get their voice heard. If you are a decision maker, make sure you take extra effort in connecting with them. Set up a recurring town-hall just for them. Make sure that your decision making is based on performance and not based on who you see more often. That's how you can ensure that the manner in which you recognize people stays balanced.
Your work will never let you down. Your work will never disappoint you. You work will reflect the sincerity, dedication and passion you possess. Your work will force you to be creative, evolve and will eventually provide you with recognition. Your work represents your values and will be your legacy.
If the c-suite and other senior leaders don't model the behaviours of frequent and timely feedback and recognition, it will not permeate the culture of the company. Indeed, these principles need to be built into the leadership philosophy of the organization, and the company needs to invest in different tactics to make this happen. For example, a point-based recognition platform available to the entire company where leaders and peers can send point-based and non-point based recognition to each other. Another example is setting the standard on 1x1s whereby leaders are meeting with their team members at minimum twice a month (weekly is better). This creates a regular forum for leader and employee to provide each other with feedback.
Customize your feedback for the person. The last thing you want to do is send a company-wide slack shout-out for a job well done if that person is an introvert who hates attention. Customizing your recognition shows you care.
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