The primary goal of an HR manager should be to build a strong and healthy company culture. While this encourages workers to boost their performance and productivity, a negative atmosphere will lead to faster and more frequent employee turnovers.
In order to increase morale and create a happy working environment, it’s recommended that you make a ‘feedback culture’. You might already know how important feedback is for your business and for your team. Giving and receiving feedback helps you become increasingly better at what you do.
Why you need a feedback-friendly culture
A culture of feedback is where your team feels comfortable with sharing and receiving feedback from one another, regardless of their position in the company. Any form of feedback is a crucial part of the culture of the business, and here’s why you must strive to achieve it for your organisation.
- It’s a great means of generating and collecting data to analyse at the end of a project or campaign.
- It helps to form meaningful relationships among employees and even with upper management.
- It serves as the perfect supplement for annual performance reviews to save time and resources.
- It motivates employees to perform better, stay on track with company goals, and grow in their career.
How to create remote feedback culture
Most managers aren’t giving their team members with enough feedback. This causes them to be nervous about how they will take it since they aren’t used to it. Try these tips to ensure feedback becomes a natural and positive part of your company culture.
Practice skills for feedback
Like with any other ability, you must learn and hone how to give and receive feedback. Give your workers the necessary tools and training for this by:
- Showing them videos of various situations while giving or sharing feedback
- Helping them understand why they may be resistant to getting criticised
- Establish goals for workers to develop their skills in offering feedback the correct way
- Sharing resources like articles on how they should be providing and getting feedback
- Training them how to state their points in a more effective way
- Teaching them to find examples, ask things, and providing clarification
Turn it into a habit for your team
When criticisms becomes part of your everyday operations, people start to expect it and you become better at offering it. Begin by asking your team for their opinions during your weekly meetings and remember to be open-minded about what they have to say.
Build a safe space for sharing
To develop a feedback-friendly culture, you need individuals who are honest and willing when stating feedback. They must feel safe in the knowledge that they won’t deal with consequences when they do offer feedback. This is accomplished by building relationships on trust rather than fear.
Each of your workers will have their own limits when receiving or giving feedback. Make sure that you don’t force them to provide their opinion but be respectful of their boundaries. Put out feelers to determine if they’re ready to take that step or not.
Aim for constructive and positive comments
It’s nice to hear praises from people, but concentrating only on the nice stuff may mean overlooking issues and stunting growth. Giving only corrections means diminishing the efforts and wins of your team. Strive for a good balance between praise and constructive comments to give out.
Encourage a mindset for growing
Someone who possesses a learner’s mindset views feedback as a chance for them to gain and hone new skills. They believe that they get better through working hard on themselves, and they love to know something new and work on multiplying their existing skills. Have this mindset in your company by:
- Select a candidate who is passionate about education and knows to pursue growth on their own
- Invest in the development and training of your people by paying for seminars and resources
- Acknowledge when your workers are growing in knowledge and skill on a consistent basis
- Be willing to admit that you have your weakness and be open to growing as a manager
Establish transparent expectations
Set standards for how feedback should be expressed and what it should look like. Think about who should be offering it, who should be accepting it, how often it should happen, how it should go about, and what the objective of the conversation should be.
Make use of different mediums
There is no single correct way to offer or take feedback, especially in a remote workplace setting. People have different preferences for getting comments about their work and certain situations require alternative channels for providing comments. Consider the means that is most suitable according to the recipient, giver, and situation:
- Group versus an individual
- Written versus video call
- Team versus one-on-one
- Anonymous versus targeted
Manage a remote team with feedback culture
To become better at offering criticisms to your team and receiving comments from them in turn, you need some practice. It would be nice to work with people who are open to receiving constructive criticisms, all the more when you’re in a remote work setting.
With Remote Workmate, find candidates who will work towards a feedback-friendly company culture by clicking the button below.
