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How to be Effective at Working Remotely

Share Your Opinion

Share Your Opinion

People have short term memories, so keep making clear the fact that you’re here and you have an opinion. 

Provide feedback on other people’s work and be convicted, without ego.

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IDEA EXTRACTED FROM:

How to be Effective at Working Remotely

How to be Effective at Working Remotely

https://medium.com/facebook-design/how-to-be-effective-at-working-remotely-b832a0eaa933#

medium.com

5

Key Ideas

Over-communicate

Assume that people don’t know what you’re thinking. And you’ll find the more you communicate with others, the more they will reciprocate. 

Ask questions, tell the team what you’re doing, be responsive, and get over that you think you’re bugging them too much. The more you communicate, the shorter the physical distance between you appears.

Share Frequently and Get Feedback

Constantly send screenshots and ideas. Give your team a glimpse into your head throughout the day so they can see your creative process. 

Share your unfinished work in progress. A single reply from a teammate can steer your entire project in a better direction. Get feedback on your work early on so you can evolve sooner.

Build Trust

Build trust in your team by constantly reminding them how dependable you are. 

You can do this by being the first one to respond in threads, providing your feedback, leading initiatives, and not just delivering your work on time, but delivering it early.

Share Your Opinion

People have short term memories, so keep making clear the fact that you’re here and you have an opinion. 

Provide feedback on other people’s work and be convicted, without ego.

Set Expectations

It’s up to you to make sure your team knows how to work best with you.

If they aren’t regularly sharing progress with you, bug them. Ask them questions every day. Make it known that your awareness matters a lot, and affects the outcome of the project.

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Advise with permission

If you feel the need to offer unsolicited advice, ask them, “Do you want some ideas to improve the situation?” 

This way they have the option to say no, and they’ll likel...

Give them a rant window

The best way to be a friend is to allow them to tell the story repeatedly. Then they need to work through it and let it go. 

Tell them you’re there to listen to everything they need to say. Once they’ve gotten all out, you’d love to help them move on.

Be honest

If you don’t know how someone feels, let them know that you haven’t been there before, but you’ll try to put yourself in their shoes to help as best you can.

Also, don’t be afraid to let them know you don’t have anything to say. You can still be an ear, take some time to think about it, and then share your thoughts later.

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Why Feedback Goes Wrong

  • Strong emotions on both sides;
  • A focus on character rather than on behavior;
  • A lack of clarity about what needs to change and why;
  • Negative or critical feedback threate...

Right vs. Wrong reasons to give feedback

Wrong reasons:

  • defend/excuse your own behavior;
  • to demoralize/condemn;
  • you're in a bad mood;
  • to appease a third party;

to make yourself seem superior/powerful

Right reasons:

  • commitment/concern for another;
  • sense of responsibility;
  • to guide/mentor;
  • to support/enhance.

Effective Feedback is...

  • Specific, Timely, Meaningful, and Candid;
  • Goal-oriented;
  • Focused on the future;
  • Focused on the process, not the person;
  • Isn't afraid to be negative;
  • Can be positive;
  • Doesn't assume it's right.

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Deliver it for the Right Reason

Providing truly useful advice starts by coming from a selfless place. If you have ulterior motives, stop while you’re ahead. 

Keep it real. Using real-life experience ...

Read the Room

  • Determine whether the person you’re talking to is open to receiving your advice. Is she literally asking for it? 
  • If there’s no concrete question, assess her body language. Is she leaning into your conversation, does she seem engaged, eager to hear what you have to say? 

Understand Your Target

Establish if the person in need of advice would prefer anecdotes, personal stories, short takeaways, specific examples, or fuller context. 
Also, acknowledge the state of mind she or he is in—crisis mode or planning mode? 

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