Sorting Out Communication and Feedback at Work

Remember water cooler chats? Those quick, off-the-cuff insights that just made a workplace click? Now, with a crazy amount of folks working remote across California, that casual vibe? It’s gone. And guess what? It’s seriously messing with our communication and feedback culture. Big problem. We’re losing those quick, unfiltered moments that used to build rapport, plain and simple. So, how do we recreate that critical connection when we’re all logging in from our own chill spots?

Getting Back Those Casual Chats When We’re Remote

When everybody packed up their desks and went home, something big changed. Our unofficial talk channels vanished. No more grabbing coffee. No shared lunches. Not even a quick hallway hello where information used to flow freely. But now? Every single detail often needs a formal meeting. Or a specific message.

This whole digital shift created a real info hole. What was once easy stuff turned into a hassle. People need to actively go hunting for details. The kind they used to just stumble upon.

Better get some clear systems going to make up for those missing talk spots. This means really trying to get info out there. Stuff that just used to pop up naturally in an office setting. Yeah.

Humans First, Okay?

It’s not just about information. That one-to-one emotional, human contact? It’s disappeared. Many are working from early morning to late evening, stuck at their desks, jumping straight from one back-to-back meeting to the next. Endless meetings. Seriously, endless.

Often, conversations stick strictly to work, cutting out any personal touch. This lack of connection? It drains people. Experts suggest that to counter this, we need to carve out time, even in formal meetings or chats, to simply ask “how one’s doing.”

In places where being tough is the norm, especially for men, expressing emotions can be a huge hurdle. How many just say “Nothing, Sir”? When you really ask. And that emotional distance? It makes connecting hard. Super hard. Encouraging vulnerability, even a little bit, helps everyone get each other. Builds a better team. Period.

Be Who You Are, But Talk Your Way

Should a manager stick to one standard communication style? Or should they adapt? Tricky question, honestly. Your core values. What makes you or your company you. Don’t ever mess with them. Stick to them. It feels real.

But when it comes to how we talk, flexibility is absolutely key. Leaders should aim for smooth talks, changing how they talk. Fits each person. What they like. What they need.

Later, when you know each other better, you won’t need things to be perfectly smooth. Both parties learn to approach each other with empathy, reducing communication screw-ups. Much less hassle. Tune your talking style for sure, but never ditch your principles. Ever.

Feedback: Say It Right, Right Away

Our culture, in many ways, isn’t naturally prone to direct feedback. Because we learn to hint. Not just say it. So delivering real, clear criticism at work? Super hard.

A big goof-up in giving feedback is making it personal. Don’t ever slap a label (“you’re this,” “you’re that”). That destroys people. Just crushes them. Look at what they did. Specific stuff. Interrupting someone, or yelling, those are actual behaviors. Being “rude” or “meticulous” are just interpretations. Got it?

Always ensure your observation chops are on point. Describe what you saw in just the facts. No judgment. Then, share the impact of that behavior, including any emotional impact it had on you. Yep, how it hit your gut. This makes it real for the other person.

Timing is everything. Don’t do it when feelings are all over the place. Yours. Or theirs. You won’t think straight. Forget it. They might be wrecked. About to cry maybe. That’s absolutely not the time to pile on. Just don’t.

First, cool down. Then, give the feedback fast — like, within a day or two. That’s the best. Otherwise? It’s old news. Not helpful. And if you’ve given the same person feedback on the same issue three times? It’s time to step back. What’s going on? You might need to figure out why the feedback isn’t sinking in. Don’t become a “feedback nerd.”

Getting Feedback? Here’s How Not To Bomb

Seriously? Getting feedback. Way tougher than giving it. Your gut reaction? Defend yourself. Always. “Yeah, but…” We’ve all said it. Total self-defense mode.

Don’t just blurt something out. Hold it. An instant answer? Means you didn’t even hear it. Not really. Instead, let it kick off some thoughts. Give it space. Think it over.

Be curious. Don’t think they’re out to get you. Probably not. Ask: “Is any of this actually true?” Usually, there’s some truth. Not totally wrong. Ever. Even a tiny bit might be spot on. Check it out. What’s making you squirm? What could you fix? Or tweak? Curiosity means figuring out the exact moment. The one that caused the bad feeling.

And here’s a tip. Folks often miss this one: If someone bothers to give you feedback? They actually care. For real. Why would they bother if they didn’t? A simple “thank you” goes a long way. But listen: It’s YOUR call to do something. Or not. Your choice. Your job as the one getting the feedback.

Frequently Asked Questions

Remote Talk: Why’s It So Hard?

Remote stuff? Kills those everyday chats. Water cooler talks. Coffee breaks. Less natural info sharing. Fewer human connections too. So yeah, you gotta work to fill that void. Set up specific ways to get info flowing again.

Feedback Fails: Biggest Blunders?

Big screw-up? Making it about the person. Like, “you’re lazy.” Don’t do that. Instead, always focus on the exact things they did. The actions. And how those actions landed. Never judge their whole being. Stick to the what, not the who.

Bad Feedback? How to Handle It

First, don’t jump to defend. Just listen. Really listen. Be curious. Ask yourself, “Could any of this be true?” And then? Simple. Say ‘thanks.’ Because they bothered, right? That means they probably care.