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4 Strategies for Giving Constructive Feedback Virtually


As a manager or team leader, offering constructive feedback is one of the most complex parts of the job. Many leaders worry that feedback will hurt team members' feelings and dynamics. Still, feedback is essential to professional growth and development. Team members understand that constructive criticism is not an insult; however, you must ensure your delivery is appropriate and measured as the leader. While there are many ways to offer feedback, four strategies seem universal.


1. Build Trust Through Your Intention


What is your intention when providing feedback? You will likely insult and hurt the recipient if it is only to criticize and not offer support or instruction. Constructive criticism is about positive reinforcement and knowledge-sharing; without either, your team will probably ignore anything you suggest.


To ensure your team is receptive, you must clarify your intentions. Your intention comes through the development of honest and communicative relationships. If your team feels they can open up to you and that you truly listen, they are more willing to listen in turn.

Developing trusting, professional relationships are challenging in a virtual environment but possible. You can help your team develop by creating opportunities for open dialogue and learning about each team member personally. When the team can see each other as human beings, it is easier to trust.



2. Provide Transparency and Context


Constructive feedback examples need to include context and clear direction. Too many times, team leaders criticize without offering concrete examples of what they want or expect.


Your team cannot read your mind. Also, more examples are needed to help team members make corrections. For instance, you can't tell your web design team that you dislike the menu layout because it is too pedestrian without clarifying what you mean. You can say you want the title menu to have cleaner lines with fancier text. You can also explain color designs.


Don't force your team to guess what you want. Be straightforward and offer concrete examples.


3. Focus on What Works and What They Can Do


Today, workers want leaders to coach them, not criticize them. For some managers, the difference between the two leadership styles is minimal but significant. Criticizing team members means effectively telling them what they did wrong instead of valuing what they did right. It is essential to focus on what team members do successfully and how they can improve their performance to keep communication positive between leaders and their teams. The technique comes down to understanding why a team member approached a project a certain way and helping them understand how another approach might have saved them time or improved the outcome.



4. Do It Frequently and In a Timely Manner


The more you offer constructive feedback, the more open to it your team might become. When managers make feedback sessions a routine part of weekly meetings, the team starts to expect them. They also become more open to dialogue about projects and work efforts, meaning leadership may gain insight into team productivity and cohesion.

It is also crucial that team leaders offer feedback promptly. If you want to provide constructive advice, don't wait until the project is over or well past completion. Offer feedback when it is helpful during the project.


Giving feedback virtually is challenging but possible. With programs like Zoom, it is easier than ever to communicate face-to-face without being in the same room. Consult a Zoom meeting specialist to learn more tricks and techniques for offering constructive criticism virtually.


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