Use the Remote Career Journal to give and receive employee feedback

The Remote Career Journal allows employees to add and store performance-based notes and refer to them at any time — for example, during performance reviews and 1:1s.

Employees can now use the Career Journal to give feedback to each other. Each piece of feedback received will be stored on the employees Career Journal. This information, gathered over time and referred to often, creates more valuable performance evaluations and reviews.

This is another big step in Remote’s goal to build a valuable performance management offering.

Related article: Your Career Journal: A quick guide

How to give and receive feedback

1. In your employee account, click the Career journal tab on the left-hand navigation. Then click the Feedback tab on the top. Remote automatically organizes this for you by Feedback received and Feedback given, with the associated person’s name and a date stamp.
2. To give new feedback, click Give feedback to someone and use the Feedback recipients box to search by their name. You can even include multiple recipients if you want to leave the same feedback for a group of people.
   Note: If your colleague has a preferred name, you can search for them using their preferred name instead of their full legal name.
3. In the open space, type out your feedback. When you’re ready, click the Share Feedback button. The recipient(s) will receive a notification, and your feedback will be securely stored in their Career Journal.
   
   

To request feedback from someone, reach out to them and ask them to log into their Remote account and use the Career journal to do so.

Note: Feedback cannot be edited or deleted once sent.

When to give feedback

Share your thoughts and observations in various situations. For example:

• Recognizing great work
• Noting new skills
• Highlighting effective conflict resolution
• Addressing concerns like declining work quality or potential burnout

Tips for effective feedback

Effective feedback is specific, actionable, timely, and constructive. It’s also important to understand your own communication style and your colleague’s preferences when receiving feedback.

To make your feedback count, ensure it’s:

• Specific and objective: Provide clear and detailed feedback on what was successful or what needs improvement.

  Examples: Your budget presentation was well-organized and engaging. / I noticed you mentored junior team members on their first product release, boosting their morale. / Your new client outreach strategy helped me secure three new deals.

• Actionable: Provide clear suggestions or steps for improvement.

  Examples: Include more data visualizations in your revenue reports, so that the audience can stay engaged. / I find your new design user friendly. I believe that we could have a better adoption if you simplify the navigation in the app interface for a better user experience.

• Timely: Provide feedback soon after the event, while the details are fresh and relevant.

  Examples: Thank you for covering additional shifts last week while I was away on my personal time off. / Friday’s software update went smoothly; for the next project, let’s improve the documentation process.

• Constructive: Focus on solutions and encourage a dialogue.

  Examples: Your design is innovative, but simplifying the layout could make it more user-friendly. I’d be happy to collaborate on future iterations / The team could benefit from clearer timelines and regular check-ins to stay on track. How can I support you in fostering this team activity?

Your feedback can make a big difference, so keep it positive, actionable, and timely to foster continuous improvement and teamwork!