Working remotely has become the new normal for many companies worldwide. You either love it or you hate it! The fact of the matter is, this reality might be the only safe option long-term until the spread shows a significant decrease. We’ve talked a lot about the importance of gathering feedback from employees, and this situation is no different! To make remote work a sustainable long-term solution, you must gather feedback from your employees regarding remote work. So, here is how to find out how your employees really feel about remote work!
When trying to gain honest, non-bias, and genuine feedback, it is usually best to host a company conversation. This way, you cannot only hear the viewpoints of your employees but also take note of their tone of voice. This can tell you everything you need to know about how the company is run. Try to encourage your team to have a video call to talk about how things are going and how you can improve as you all continue to work remotely. Try to ensure that every single team member has a chance to speak their mind. Don’t set a very structured agenda for this meeting. Instead, let the conversation flow naturally.
Conversation mediation tips:
While surveys are much less conversational and personal, they are another sufficient way to gather your employees’ honest feedback. This is because surveys can be done in a way that is private and confidential. Team members who are not comfortable speaking up in a group meeting and giving feedback might find it easier to write to you, the manager, anonymously. Or, you can include specific questions that you find important to gain more structured feedback. If you’d like, you can schedule an optional follow-up conversation to discuss the survey results. This is a great way for employees who want to speak on their experience to connect and have their voices heard.
Survey tips for managers:
Consider scheduling time for a small-group question and answer session for your team to participate in. This is a great way for the group to communicate comfortably with people they are used to collaborating with! Having a sense of familiarity when trying to receive feedback can be very helpful. It might encourage your employees to be genuine, honest, and themselves. This is a great recipe for building a relationship and trust with management, too. So, get your small groups and teams together for a conversation, instead of calling in the whole company.
Small group conversation pointers:
This is the hardest part of gaining feedback in any situation! The goal should be to have a productive conversation or collection of data, whatever you prefer. This can quickly turn into a rant session where everyone complains about different areas the company is weak in. This is especially common if you obtain feedback from a group that is used to collaborating with one another! It is your job, as the mediator, to allow for conversational freedom while also maintaining structure. Try to always bring up the topic periodically during the meeting. Take notes of other areas in which your employees desire change and schedule conversations dedicated to these topics at a different time. Make sure you do not come across as dismissive. All information is valuable!
When it comes to working remotely, everyone has their own individual opinion. However, since this is a long-term issue, it is crucial that you check-in with employees to see how you can improve your management practices. Good luck!
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