1) Forget scheduled feedback sessions... They're forced, awkward, and make everyone anxious. → Make REAL-TIME FEEDBACK the norm. Use VOICE messages, not texts, so tone and intent don’t get lost in translation. 2) Most feedback systems fail because they're one-way streets. → Require reciprocal feedback: Managers MUST receive critique BEFORE giving it. PRO TIP: People are recultant giving feedback to their N+1. → DON'T ASK “What do you think?” → ASK for a 0-10 score (no one gives a perfect 10). → Leading to a better question: “What would make this closer to a 10?” 3) Stop obsessing over documentation. The best (remote) feedback happens in casual, unrecorded conversations, free from performance review paranoia.

In the podcast editing space, working with junior video editors is an art of its own. Sometimes, storyboarding needs tweaking. Other times, a specific B-roll just doesn’t fit. Using feedback tools like Frame.io have been a game-changer in my journey. Instead of vague comments like “That transition feels off,” its smarter to pinpoint the exact timestamp, drop a comment, and keep the revision process smooth. It keeps miscommunication minimal and productivity high.

I’ve found that timely, clear, and empathetic feedback makes all the difference. I rely on regular 1:1 video calls to create a personal touch, backed by written summaries to ensure clarity and accountability. I also encourage a feedback culture where it’s a two-way street—team members feel safe to share their inputs too. The key is consistency and authenticity—it builds trust, even across screens.

I’ve found that timely, clear, and empathetic feedback makes all the difference. I rely on regular 1:1 video calls to create a personal touch, backed by written summaries to ensure clarity and accountability. I also encourage a feedback culture where it’s a two-way street—team members feel safe to share their inputs too. The key is consistency and authenticity—it builds trust, even across screens.