Como você lidaria com uma situação em que os membros remotos da equipe de controle de qualidade são resistentes ao feedback?

One thing I found helpful is to connect with your team members individually to know them personally and professionally what they are facing problems during day to day activities during work, sometimes we ignore small loopholes in procedures considering this will not impact on quality ,we should listen to their perspectives and plan fruitful discussions with them.

First let your team to be comfortable with help of empathy and ask them some personal questions like how is your family, what your siblings are doing. When you last visited to your family etc. Without making the team comfortable , do not expect any connect.

To handle a situation where remote QA team members are resistant to feedback, I would start by fostering an open and supportive communication environment, ensuring that feedback is constructive, specific, and framed positively. I would engage in one-on-one discussions to understand their perspectives and address any concerns or misunderstandings they may have. Encouraging a culture of continuous improvement and providing examples of how feedback can enhance performance can help them see the value in it. Additionally, offering training or mentoring sessions might ease their resistance and build a stronger, more collaborative team.

Understanding issues involves taking the time to grasp and comprehend the problems or challenges that arise within a project or situation. It requires actively listening to stakeholders, gathering relevant information, and identifying the root causes behind the issues. By understanding issues, you gain clarity on what needs to be addressed and can develop effective strategies or solutions to resolve them. This process often involves asking questions, analyzing data, and seeking input from team members to ensure a comprehensive understanding of the situation. By doing so, you can better navigate challenges, make informed decisions, and facilitate progress towards achieving project goals.

When dealing with remote QA team members who are resistant to feedback, consider the following strategies: First, listen actively to their concerns and show empathy. Avoid blame and focus on actionable solutions. Ask open-ended questions to guide the conversation without being overly directive. Build trust by highlighting strengths alongside areas for improvement. Lastly, increase communication by reaching out more frequently and soliciting their input. Remember, fostering trust and maintaining open communication are essential when addressing resistance to feedback in a remote team setting.

Build Trust : Establish a foundation of trust and rapport with your team. Regular check-ins and informal conversations can help build a stronger relationship. Be Clear and Specific: When giving feedback, be clear and specific about what needs to be improved. Use Positive Tone: Frame feedback in a constructive and positive manner. Highlight what’s working well before addressing areas that need improvement. Involve Them in the Process: Encourage team members to provide their input and be part of the solution. Follow Up: Check in regularly to see how they are progressing and to offer further assistance if needed. Be Patient and Persistent: Change takes time, and initial resistance is normal. Be patient and persistent in your efforts.

Offer help and resources when team members face challenges, both professional and personal. Also use team meetings or communication channels to recognize individual and team accomplishments. Create a safe space for team members to ask questions and express concerns without fear of judgment. Also having transparency and honesty within team, keep team members informed about project status, company news, and any changes that may affect them.

En établissant une relation de confiance avec les membres de l'équipe, nous avons pu créer un environnement où ils se sentaient en sécurité pour exprimer leurs préoccupations et accepter les retours. Cette approche a impliqué une communication ouverte, une reconnaissance de leurs efforts, et un soutien constant, ce qui a encouragé une meilleure réceptivité aux commentaires et a renforcé la collaboration au sein de l'équipe.

Colaboração para soluções: Plano de ação conjunto: Crie um plano de ação conjunto que defina claramente as etapas a serem tomadas, responsabilidades e prazos. Isso garante que todos estejam na mesma página e comprometidos com a melhoria. Acompanhamento e feedback contínuo: Acompanhe o progresso da equipe e forneça feedback contínuo para reforçar comportamentos positivos e redirecionar quando necessário. Isso demonstra seu compromisso com o desenvolvimento profissional da equipe.

Setting up clear expectation with the team is a must for successful project execution. At times, it is noticed that is a lack of connect while working at remote. Below things should be done for clear expectations: 1. Tracking using agile methodologies, keeping an eye if we are on track for timely releases. 2. Regular team interaction, for keeping everyone on same page in terms of how others are progressing. 3. A positive environment for to and fro receptive feedbacks. 4. Motivating individuals as a mentor to think beyond the box. 5. Define clear processes like sprints, daily stand up, logging work hours to follow the processes

Set Clear Expectations and Follow-Up: -Establish clear goals and timelines: Define what changes are expected and by when. -Regular check-ins: Schedule follow-up meetings to review progress and offer additional support if needed.

Superando a Resistência ao Feedback em Equipes Remotas de Controle de Qualidade Em equipes remotas de controle de qualidade, a resistência ao feedback pode ser um obstáculo significativo. A falta de interação presencial dificulta a comunicação aberta e honesta. No entanto, estabelecer expectativas claras, definir funções e responsabilidades com precisão e promover uma cultura de feedback estruturado e transparente transforma o feedback em uma ferramenta poderosa para aprimoramento contínuo. Expectativas claras e responsabilidade mútua são fundamentais. Cada membro deve entender suas funções e responsabilidades, incentivando o feedback construtivo.Reuniões regulares e ferramentas de comunicação claras facilitam a discussão de melhorias.

Clear expectations provide a reference to align your work and better plan for any project. The lack of clear expectations is often the first and biggest problem a project faces, leading to multiple meetings, numerous unnecessary emails, and some escalations to meet critical requirements. Therefore, the first step in any project or task should be to ensure that it is well-defined and has clear expectations. This reduces costs, effort, and time—the three most valuable assets in a project.

Foster a Positive Feedback Culture: -Encourage a growth mindset: Promote the idea that feedback is a tool for personal and professional growth. -Create a safe space: Ensure that team members feel safe to express their thoughts and concerns without fear of retribution.

Une stratégie efficace que nous avons adoptée était le renforcement positif. En reconnaissant et en célébrant les succès et les améliorations, même les plus petites, nous avons pu motiver les membres de l'équipe et encourager une attitude plus ouverte envers les retours. Cette approche a aidé à créer un climat de positivité et de soutien, rendant les membres de l'équipe plus enclins à accepter les commentaires constructifs et à s'engager dans un processus de perfectionnement continu.

Show that not all feedback is bad feedback, based on a model known as negative feedback, its continual input drives small incremental changes that widen perspective from a point of view which would other wise be clouded. It can seriously broaden the thinking of design and testing

Effective communication is key to handling feedback resistance. Use clear, concise language and avoid jargon that may confuse or alienate team members.

Key steps to address the issue: - Understand the issue - Transparency - Clear expectation - feedbacks - Recognition Discussing the points will help in creating positive and healthy environment. Regular check-ins help in understating their thoughts and concerns which effectively help in creating productive environment.

Communicate Clearly and Constructively: -Be specific and objective: Provide clear, actionable, and specific feedback. Use data and examples to support your points. -Focus on the positives: Highlight what they are doing well before discussing areas for improvement. -Explain the why: Help them understand the reasons behind the feedback and how it benefits the team and the project.

To handle feedback resistance I would build trust through regular check-ins and open dialogue. Provide clear, specific, and positive feedback, listen empathetically, and understand their concerns. We could collaborate on solutions, offer continuous support, follow up on progress, and acknowledge improvements.

Effective communication is a valuable asset for understanding the situation thoroughly and avoiding uncertainties that might arise during the project cycle. Analyze effectively and use different methods to engage with team members, as not every approach works for everyone. Ensure a human touch in work-related discussions to make everyone feel heard and valued.

Create and maintain a shared repository for documentation, guides, and best practices. Also recognize learning achievements during team meetings or through internal communications. In scrum use retrospectives not only to discuss what went well or needs improvement but also to share learning experiences.

Being a quality gatekeeper is a versatile role across various industries. It requires adaptability and a commitment to continuous learning. The challenges you encounter may differ from those you've previously faced, so embracing continuous learning—even in areas like management, IT, and development—will equip you to maintain high-quality standards in your work.

Having been the Remote and the manager, I can only reiterate what everyone else is leading to. If there is resistance, there is a clear breakdown of effective communication. There is no openness, the skill set hasn't been grown, and because of those challenges the Remote is no longer engaged. Most have the skills to drive quality to various extents, the biggest challenge is understanding the product and the processes well enough to drive change in an effective way. There is a gap there. So, the symptoms get addressed not the real root cause. I would challenge the manager to bring the remote in, explore the product and processes in a meaningful way. And empower them to speak with a wealth of knowledge. Not the superficial one they now feel.