This week we’re talking about constructive feedback, one-on-one meetings, and distributed teams:
TLDR: Getting constructive feedback from your team, especially feedback that’s hard to hear or you don’t necessarily agree with, can be tough. Here are some tips to receive feedback effectively at work (Click here to read all 5!):
- Avoid reacting aggressively, or with a standoffish posture.
- Restate the feedback in your own words.
- Follow up and follow through.
TLDR: Getting some particular data during an initial one-on-one meeting can be really helpful – since you can refer back to your direct report’s answers whenever you need to give them feedback, recognition, or support. Use your first one-on-one to set clear expectations and map out a plan for their first month. Learn more here.
🌎 How we’re building a high-trust distributed culture – Matt Hryhorsky (UX Manager of International Growth at Shopify)
TLDR: As a multinational company with thousands of remote employees, Shopify prides itself on having a culture that’s “powered by a trust battery”. Here are 4 ways to achieve this:
- Make sure everyone has equal opportunities to participate (in meetings and decisions).
- Use intro videos and virtual water coolers to get to know your teammates.
- Make sure that every meeting has great notes that can be easily shared.
- Adopt a flexible mindset and use the distance to your advantage.
🚫 Subtlety Is Overrated: Managers who sugarcoat their feedback aren’t doing their employees any favors – Alison Green (author of Ask a Manager)
TLDR: More often than not, managers hint at problems with their employee’s behaviour, rather than being direct about them. By avoiding a direct conversation, you are prioritizing your own comfort over the employee’s right to hear what they need to improve.
The Weekly Dose for Managers
If you prefer videos over written content, you should subscribe to the Weekly Dose for Managers 🎥: A YouTube playlist where we share weekly videos to help you fast-track your way to being a great leader: