Over and over we’ve talked about video feedback but we’ve also received hundreds of emails and questions regarding this topic. Feedback is an essential component of keeping the workplace succeeding and working efficiently. Without feedback of any kind, the management and workforce collapse as it loses its interests, motivations, and ability to learn from mistakes and move forward. To avoid such mishaps, it is essential to build a sense of confidence and trust which ensures that whatever it is you or your colleagues are doing, it is being fairly reviewed and assessed.
There are many different types of feedback and, with evolving technology, video feedback has emerged as a vital management tool due to its ability to address various people in a personal, accessible manner.
As we discussed earlier, employee feedback is defined as a real-time dialogue in which an employee reacts to another coworker’s performance with the purpose of achieving greater results. When we talk about video feedback, we mean that the person giving the feedback records it, for example, using an app like FeedYak.
How should the message be conveyed using video feedback?
If the video message is aimed to address a project’s progress and state, it is important to gather all the members of the project together. Instead of addressing everyone individually, video feedback allows for messages to be transmitted in a personal way to the whole team. If you are receiving the video feedback, make sure to have all the relevant information on hand so you can follow along and comment if necessary. That way you’ll keep everyone updated about the latest progress, and if there are any questions, they can be raised. If you intend to post a recorded message, make sure to include all the necessary data in it, so as to make a well developed and informed observation. Make sure to clear any doubts or questions that may have arisen during the process of receiving and giving feedback. Video feedback has the benefit of allowing users to respond in an immediate, personal manner, something that written memos can’t always convey.
Employee performances and video feedback:
When looking to address an employee’s performance, it is preferable to direct the video feedback toward an individual worker or colleague. The assessment of the employee’s performances should be done confidentially. That way your employees will be more comfortable and will appreciate you for being respectful for their input in the company. Be sure to be straightforward in the video and focus on the task at hand without delving too much into personal matters. Some prefer to have a prepared statement before recording the video feedback, so as to not deviate from the conversation and communicate in a direct, effective manner. It should be noted that video feedback is incumbent on the participation of others, and therefore it is recommended that the employees participate in the feedback discussion by adding their own feedback and questions to the discourse.
A few things to keep in mind:
If you are going live with your feedback, do make sure to keep a steady internet connection so that no message goes missing or lagging during the event. If you are recording your message, you may want to practice it and include a memo so that any possible question raised in your absence can be easily answered.