Sie leiten ein Remote-Team. Wie können Sie Ihren Teammitgliedern effektiv Feedback und Anerkennung geben?

When managing a remote team, leveraging virtual meetings is crucial for effective feedback and recognition. As a Customer Success Manager, I recommend scheduling regular one-on-one video calls to provide a personal touch and demonstrate the value you place on individual contributions. Be clear, specific, and constructive with your feedback, balancing criticism with praise to maintain high morale. Given the challenge of reading non-verbal cues over video, ensure your intentions are explicit and foster an environment that encourages open dialogue.

Use reliable communication tools for feedback and recognition. Examples include Slack for casual communication, Zoom for video meetings, and Asana or Trello for task management. Example: “Let’s set up a weekly check-in on Zoom to review progress and provide feedback.”

Emails and messaging platforms are integral to remote communication, but they can also be a minefield for misunderstandings. When providing feedback in writing, choose your words carefully. Be positive, constructive, and specific to avoid any misinterpretation. Highlight achievements and provide actionable suggestions for improvement. Timeliness is also crucial; give feedback soon after the relevant event to ensure it's relevant and impactful.

Written feedback is merely a synopsis of the points you have already been through, so as you're finishing up your meeting summarise the discussion on the call and send that over as feedback. That way there can be no confusion.

I recall the COVID-19 days to effectively manage remote teams, in which we used constructive feedback, communication, and collaboration. Providing input and recognition remotely involves clear, timely communication and leveraging digital tools for regular check-ins. I recall an instance, during the pandemic, as a manager I used weekly video calls to provide specific, actionable feedback and recognized achievements through virtual team meetings and personalized messages. Key Aspects: Team morale continuous improvement Frequent Connectivity actional approach constructive tools

Too often have I seen senior figures take credit for other people's work. Platforming your team is paramount to ensure you build trust with individuals and show yourself to have the highest levels of integrity.

Appreciation for your team's work cuts many ways. A positive word to other heads of departments, your managers, and leadership - it all adds up. I have, in the past, brought small gifts for the team which can be sent to their office as a thank you for the work put into an important pitch.

I am a huge fan of continuous learning and personal development - long-term personal goals can be uncovered in the regular meetings you host with individuals. Once you understand these you can point to them when providing feedback and leverage company perks to offer them support to help them achieve those goals.

To manage a remote team effectively, address issues and acknowledge successes right away. If you notice a team member’s creative solution or excellent work, give feedback immediately to reinforce positive behavior and maintain motivation. For example, say, “I wanted to let you know right away how impressed I am with the report you submitted.” Prompt feedback shows that you’re engaged and supportive of their efforts.