Remote & Hybrid Employee Feedback: 6 Practical Tips to Make It Work

The useful part

Remote & Hybrid Employee Feedback: 6 Tips to Make It More Effective Skip to primary navigation Skip to main content Nearly every manager will need to give feedback to employees who aren't always onsite. More than a third of employees do some or all of their work remotely, according to the Bureau of Labor Statistics. So you can only imagine that feedback with remote and hybrid employees — people who don't interact with their boss as much as on-site employees — could be extra awkward.

How it works

• Here are six tips to help you and your employees working remotely get the most out of it.
• Measure Remote Abilities Naturally, you want to cover how well employees handle their job duties.
• If they're going to be hybrid, you want to establish expectations and measurements for managing remote work responsibilities.
• At the same time, find out if employees have the resources they need to make the hybrid work situation efficient.
• Because you're dealing with hybrid work, step into a meeting space onsite or get on a video call when you're off premises.

What to take from it

Focus on Action Because you don't see people who are hybrid as much – and perhaps because you work different schedules, too – action and follow-up are even more critical. Helpful tips and examples for your managers Performance reviews can boost employee engagement and drive organizational success. Employee Feedback of the Future But managers don't just have to handle potentially awkward conversations now.

Example or evidence

• Plan to Be Spontaneous Plan several feedback sessions throughout the year (annual reviews are a thing of the past).
• "With fewer face-to-face encounters, feedback conversations can seem more awkward than ever," says Carolyn Stern, CEO of EI Experience, and author of The Emotionally Strong Leader.
• " It is not necessary to wait until an employee's next performance review to schedule a meeting.
• If a manager has feedback that will help an employee, share it," says Stern.

Details worth keeping

Add to that how well employees handle working remotely. Be prepared and willing to give feedback any time. Point is, if you have feedback that'll help employees do their jobs better – or stop doing something that inhibits their performance – then give it immediately.

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