The people you work with will make a mistake at some point, and you’ll have to address them. When you notice a problem, the quickest way to encourage a change in behaviour is to give feedback. This will help your co-worker improve on the key areas you bring up.

Fortunately, many become inspired or motivated to perform better when they receive constructive criticism rather than be put off by it.

Giving feedback isn’t limited to those who work under you or are of the same level as you. It’s possible to provide suggestions to the people you report to, or are at a higher position than you, as long as you deliver it in an insightful way.

Consider the Relationship

The first thing you must do is look at how you’re related to the person. The process of giving feedback is relatively the same but the results can vary according to your relationship. Gauge whether the person is open to whatever you have to say, especially if it’s your boss.

If you know that they’re likely to react negatively, it’s better to not say anything. If they are open-minded and you have a good relationship with them, give them the straight talk. Make sure your intentions are good, and that you’re capable of looking beyond any issues you may have with them.

When it’s someone of the same level

Considering that you’re in similar positions, you might feel unsure how they’ll take your feedback. They may question your right to do so even more than a boss would. So, try putting yourself in their shoes first. Let’s say the situation is reversed, how would you react?

Keep in mind that the other person may have a different personality or mindset than yours. If you don’t think that you would be offended by your own comments, you’ve planned your delivery well enough. You can also consult with another colleague to see what they think.

When it’s someone higher than you

Your superior may get defensive or upset about your feedback irregardless of how you’ve carefully thought it out. If they asked for your opinion, hold your ground and explain that you’re only doing what they asked of you. Rephrasing your suggestions may make it more easily received though.

Point out ways that their behaviour is obstructing them from achieving their goals. Additionally, determine which topics are always out of bounds. They might never want to hear you speak about their sales skills, for example, so provide constructive criticisms on other areas instead.

Giving Feedback in General

No matter if you’re giving feedback to someone of the same level or someone higher than you, there are some steps you can take to ensure positive results.

Choose the right time

As much as possible, give feedback within 24 hours of a specific instance or event, but allow enough time so none of you feel rushed. Check your schedules so both of you are prepared and focused on the discussion. It can be as they are about to log out of work or coming in from lunch, for instance.

If you’re feeling stressed, upset or angry, allow yourself space to calm down first. Sleep on it, if you will, to ensure that you won’t be doing more harm than good. Don’t store it up either to the point where the person has already forgotten what they did or when they did it.

Do it face-to-face if possible

Since you work remotely, it’s not possible to talk in person. Exchanging emails is too informal and may be easily misunderstood. Speaking over the phone is a bit better but it’s hard to decipher the mood through the tone of voice alone.

Book a video call instead, as this allows you to examine their body language and vice versa. Smile and nod at appropriate times to show that you’re listening and understand what they’re saying. Choose your words carefully to avoid miscommunication, especially when passing feedback from another person.

Work on the delivery

It’s a good idea to start with positive feedback, but mind that it doesn’t sound insincere. Mention the good and the bad separately rather than linking them together to balance things out and keep morale up. The last thing you would want is for your feedback to come off as a personal attack.

Describe rather than judge; meaning you should base your comments on facts and observations rather than speculations. Then, explain how their actions have impacted the team, the company or the project.

Note that phrases like “I feel” and “I noticed that” are difficult to argue with, and can prevent the talk from turning into a debate.

Where Do We Go From Here?

Giving feedback isn’t a fun experience, but it’s necessary. Of course, you must also be willing to receive constructive criticisms in turn so you can become a better remote worker.

Make sure to hear the other person’s side of the story too as you would want them to hear yours when it’s your turn to be corrected. This is how everyone can progress and how your organisation can grow.