Feedback Challenges

Addressing the remote working environment

Onsite feedback and remote feedback cannot be approached in the same way. The physical distance of remote feedback sessions makes it more difficult for the giver and receiver to perceive nonverbal reactions, such as body language. 

For this reason, it is even more important that you have a strong, trustful relationship. Trust is the key to making sure the feedback message is received objectively and not emotionally.

Not possible to set the physical environment of the meeting (e.g. coffee walks or choosing meeting spaces). Prevent misunderstanding or harsh feelings by stating your takeaways at the end of a feedback session:

• Allows the feedback giver a chance to correct the course in case you are taking the feedback negatively.
• If the receiver has a negative perception of feedback, they may end the call more abruptly than normal. If this is the case, the giver should follow up immediately with an email to ask for their takeaways to prevent the receiver from sitting with that negative sentiment for too long.

Addressing a multicultural workplace

• Feedback style needs to be adjusted for different cultures:
  • • • A feedback style that works in Germany might lead to opposite results in China

• How to adjust your feedback style:
  • • • Learn the other cultural rules.
      • Maybe look for a cultural mentor.
      • Customise your behaviour; create a blend or hybrid that is comfortable and effective

Giving feedback up the org chart

Giving feedback to a leader or manager can be nerve-wracking. You may be afraid of feeling awkward or having your words be misconstrued. If you don’t know how to deliver essential critique to managers, you might end up keeping it to yourself, to the detriment of your and your team’s mission.

Tips for giving feedback to a Manager