Working and succeeding as a team requires clear communication and regular check-ups—even more when teams are spread across continents! Giving and receiving feedback isn’t always easy.
The remote work environment and diverse backgrounds of employees are just two of the challenges companies face when it comes to giving constructive feedback—not to mention the many challenges that come with receiving feedback.
Feedback is the foundation of personal and professional growth for all team members. It helps keep everyone on track and avoid major mistakes. When done correctly, it allows to strengthen relationships, cultivate a friendly work environment, and establish trust among team members.
A feedback discussion is an opportunity in which leaders and employees can share observations about job performance and elicit productive change. Without it, you would have no idea how your managers see you, and vice versa.
If you share expectations, agree on how you’ll work together, and design a path to meet these expectations, you’ll find that problems get addressed sooner, fewer problems land on your own desk, and your team becomes a more productive, cohesive unit.
Ongoing vs. formal feedback
Feedback occurs at two levels. Ongoing and formal feedback are both essential for your development at your company.
How to provide feedback?
There are different ways to provide feedback. Here are some suggestions of how you can provide feedback within you company or teams: ☐ 1:1 are regularly scheduled opportunities for the manager to check in and offer ongoing feedback and vice versa ☐ 360° feedback is thorough and addresses job performance, progress and positioning to achieve goals. This format of formal feedback is given during quarterly performance reviews. ☐ 365 feedback is ongoing feedback that may be given 365 days-a-year. It is delivered verbally and directly and not escalated.Types of feedback
When you ask for feedback, make sure to specify what kind of feedback you are looking for.
Keep in mind these 4 different kinds of feedback when you give but also when you receive feedback. 
