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Several posts on the forum and, to some extent, the 3rd party feedback podcast talk about how to deliver feedback to remote directs.
However, one challenge in this case is getting enough observations of remote direct behaviors to base feedback upon.
What are some tips and practices for getting more chances to observe behaviors of your remote directs, so you can provide more feedback? Practically, what has worked for people to, from a distance, just observe "more?"
-- Jeff
Work Product, Communications, Meetings
Jeff-
Some really great places to look are work product, communications and meeting behaviors. For instance- does he send emails of a certain length? Are the thorough? Are they accurate? Are they polite? Are his reports on time? Do they have errors? Are the reports of a correct length? All of these behaviors are great places for feedback. Does he communicate with a positive tone? Does the direct attend all their meetings? Do they use mute when they are conference calls?
Remember that one of the behaviors that we can give feedback on is work product. Work product includes the accuracy, timeliness, quality and quantity of work as well as documents created related to the organization. Therefore reports, email, accuracy, quality, etc are all places were we have opportunity for feedback.
Consider too, communication. Dani and I are remote from each other. But we communicate about work all day long via email. Dani gives me feedback about my emails and communication.
As well, you could give feedback about meeting behaviors if you are in meetings with this direct. Such as, are they on time? Do they speak up? Do they interrupt others? Do they bring all their notes to the meeting?
I hope this helps.
Kate
Observing behaviors
Jeff! Long time no see! I hope you're doing great.
My current work has me doing video conferencing very frequently. Further, even audio conferencing quality is another place to observe behaviors (e.g. is the person joining on time, quality of the equipment used for conferencing, behaviors during the conference, participation level, etc.)
I endeavor to provide the feedback over the phone or videoconference whenever possible. If I recall, the MT guidance is to not provide feedback via email. (Praise and thank you's by email are OK, in my view.)