Following the strikes and the health crisis, teleworking 💻 has become more widespread in France, as highlighted in our study conducted with the Junior Entreprise de HEC. Indeed, 40% of French people have teleworked. But teleworking is not something purely economic, as highlighted by the fact that 90% of employees want to telework in the future.
Such a method of working changes a number of points, including feedback. Indeed, getting feedback from employees and managers remotely is not as easy as in a face-to-face meeting.
In this article, we take a look at how Jan Hase, CEO of WunderFlats, collected by bunch.ai, uses the methods of remote feedback.
What will you learn?
- 4 best practices for remote feedback 💬.
- The keys to getting quality feedback even when working from home.
Teatime meetings ☕.
In the office, it is common to chat with colleagues over coffee or tea. Just because employees telework does not mean that they should give up these moments. For example, Jan Hase has set up "teatime" meetings at his company, i.e. virtual meetings in which employees chat virtually over a cup of coffee.
Such a meeting encourages exchanges, because it is a little less formal. As a result, employees are more relaxed and are therefore more open to discussion and honest. However, Jan Hase insists that it should not be a discussion between friends: the manager should keep it professional. It's about discussing real issues and giving advice to other employees on how to achieve objectives.
It may be helpful to ask for feedback on the meeting and ask questions such as :
Did you find the topics discussed relevant?
What topic do you think should have been covered?
Do you have any specific comments?
Two-way feedback 🗪.
Obtaining feedback from a staff member's report is not always easy because there are a number of barriers to open and honest dialogue. This is even more the case at a distance.
In order to obtain quality and useful feedback, it is necessary to establish a relationship of trust and honesty between each member. According to Jan Hase, it is necessary to build a relationship of honesty and trust. To do so, it is necessary for each member to be in a vulnerable situation in turn. In other words, there needs to be an alternation between those who give and those who receive feedback, which puts all members of the discussion on an equal footing.
By doing so, team members will deliver more honest and sincere feedback, because everyone, including managers, will be in the same situation.
To easily implement this kind of exchange, you can use challenges 🎯 as proposed by HeyTeam. For example, a challenge can be sent to an employee to ask them to speak and ask for feedback from their manager at the next meeting.
360 degree feedback 🔄.
As a reminder, 360-degree feedback is a process that consists of having an employee evaluated by colleagues, superiors, other employees and sometimes even customers. Such a method makes it possible to evaluate an employee in order to take stock of his or her managerial skills, or to evaluate oneself for personal development purposes.
The advantage of this method is that it provides a fairly broad view of performance in many areas. It can help to fill a gap in the knowledge of the employee or manager. Even if they may seem rather harsh, because they involve a face-to-face encounter with reality, 360-degree feedback is really beneficial for personal development. However, it is important to make sure that the people giving the feedback, in addition to being caring, are well trained in this exercise.
To take full advantage of this, Jan Hase gives us his method. After taking 360 degree feedback, it is good to summarize the highlights. Then share them and discuss them with a colleague. After that, we need to identify actions to improve and set SMART (Specific, Measurable, Acceptable, Realistic and Time-bound) objectives that we will share with the colleague who will be kept informed of the progress of the results.
Invite a third party observer 🔇 during the one-to-one reports.
During a face-to-face meeting with a colleague or manager, people tend to focus on content rather than emotional responses, especially when feedback is given at a distance.
To overcome this problem, Jan Hase recommends that there be a silent observer in the virtual meeting room. This person will note people's reactions and give feedback on how they intervene and give feedback.
During calls, the silent third party must mutate his microphone and deactivate his camera in order to be as little present as possible to guarantee the authenticity of the dialogue.
🔑 keys to get and give feedback.
One thing is sure, to get and give good feedback, it must be clear and recurrent. Setting a day of the week to give feedback and setting a time limit on it can be a good way.
To help your employees receive feedback, HeyTeam has recently released its new feedback feature. Using HeyTeam, managers and HR can create conversational questionnaires that provide feedback from employees through questions that can be answered with a scale from 0 to 10, smileys, multiple choice or free text.
In addition, feedback seekers can obtain detailed statistics on responses and the platform can automatically propose challenges based on the responses collected.
To remember :
- teatime, two-way feedback, third-party invitation, 360-degree feedback There are several methods to effectively obtain remote feedback
- Clarity and consistency are the two key words to obtain quality feedback.
- HeyTeam helps you get feedback from your employees and analyze it.
See you soon for a new article!
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