In a world where remote work is no longer a trend but the new reality, feedback has become the secret weapon for building trust and sustaining high performance in distributed teams. But how do you give feedback that truly moves the needle when your team is scattered across the globe?
We had the chance to dive deep with Gemma Taylor (Senior Learning Manager at Oyster) and Adam Platcha (Head of CS at Pando), two leaders with extensive experience in feedback within remote teams. Together, they uncovered actionable strategies for delivering impactful feedback, navigating common challenges, and creating a culture of trust and growth in distributed teams.
For Adam and Gemma, feedback serves as a foundation for cultivating an environment of trust, open communication, and growth. It’s not just about pointing out areas for improvement but also about recognizing strengths and encouraging employees to keep progressing. As Adam aptly puts it, "Feedback, particularly constructive feedback, requires high effort but can lead to significant impact, depending on how it's delivered." In other words, feedback is not always easy to deliver or receive, but its power lies in its potential to motivate, guide, and inspire.
However, feedback is only effective when it is contextually meaningful and fosters a growth mindset. Gemma emphasizes that feedback is an ongoing conversation, not a transactional act.
"Asking someone for feedback isn’t just about pressing a button and hoping for results. It’s about opening a door and creating space for meaningful conversation," she explains. This mindset shift reduces the emotional barriers that often come with feedback and helps both the giver and receiver approach the process with openness.
One standout insight from Gemma is the concept of the “micro ask.” This approach involves making feedback requests in a way that feels natural, non-intrusive, and low-pressure. “The micro ask is about opening the door in a non-intrusive way,” Gemma explains. Instead of overwhelming a colleague with vague or sweeping requests for feedback, she recommends starting with simple, specific questions that invite conversation. For example, “Could you give me feedback on how I communicated during our last one-on-one?" This question is easy to answer, making it more likely that the feedback given will be relevant and actionable.
This strategy is invaluable, especially in a remote work context, where informal and spontaneous feedback is harder to come by. "Once feedback becomes a regular part of the conversation, the connection between colleagues deepens, and the trust within the team grows," adds Gemma. Regular, micro-level feedback exchanges help maintain a consistent feedback loop, fostering an environment where learning and development are woven into the team’s daily interactions.
The shift to distributed teams brings unique challenges in managing performance, especially when it comes to giving and receiving feedback remotely. One critical pitfall that Adam highlights is neglecting top performers. "Don’t leave your best employees alone," he warns. It’s natural for managers to devote more time and energy to those who are struggling, but it’s just as important to regularly check in with high achievers.
These employees may not require constant guidance, but they still need recognition, validation, and connection to stay engaged and motivated.
In Adam's experience, neglecting high performers can lead to disengagement, even when these employees seem content and productive on the surface. 'It’s not enough to just say, 'Great job.' You’ve got to be specific about what they’re doing well,' he explains. High performers value recognition that highlights their unique contributions. Without that, even the most dedicated employees can start feeling disconnected, which can lead to burnout or a drop in motivation."
Another significant challenge in distributed teams is the assumption that everyone views feedback the same way. As Gemma notes, "It's crucial to remember that different people, even within the same organization, may have different preferences for how feedback is communicated."
Taking time to understand the communication styles and cultural backgrounds of team members is essential to fostering an inclusive feedback culture.
The key to overcoming feedback challenges in distributed teams is to establish a culture that values feedback as an ongoing, dynamic process, not just a once-a-year event. As Adam says, "Managers who excel at giving and receiving feedback create an environment where their teams feel safe to exchange feedback with each other." When feedback is embedded in the organizational culture, it encourages transparency, collaboration, and continuous growth at all levels.
Gemma highlights the importance of regular, structured feedback sessions. At Oyster, they take a holistic approach to feedback by establishing clear guidelines for communication and ensuring that one-on-ones are a regular part of the routine. “These guidelines help ensure that feedback is consistently structured, transparent, and aligned with the company’s values, such as trust and collaboration,” she says.
Feedback should never be seen purely as a tool for addressing performance issues. As Adam wisely puts it, "Feedback is not just about fixing issues, it's about creating opportunities for growth and fostering a culture of continuous improvement."
To wrap up, feedback is a powerful tool for growth and performance management, especially in distributed teams. However, to truly harness its potential, it’s important to keep a few key takeaways in mind.
When feedback is approached with intentionality, empathy, and consistency, it becomes a cornerstone of growth, trust, and high performance, no matter where your team is located.
To explore more on this topic, check out the full conversation on our website.
