Acredito que o principal é entender o desejo do colaborador, de modo que ele se sinta ouvido, respeitado e motivado. A empresa deve criar as condições para promover as flexibilidades necessárias em termos de local de trabalho (presencial, híbrido ou remoto). Comunicação, metas claras e confiança são fundamentais. Ferramentas de comunicação e de gestão de projetos auxiliam, mas o diálogo aberto sobre buscar o equilíbrio entre as necessidades da empresa e do colaborador são essenciais. Particularmente, para estagiários, sentimos uma dificuldade de permitir o trabalho 100% remoto, pois a transmissão de experiência possui ainda uma componente, ao menos em equipes de engenharia civil, que o trabalho remoto não consegue atender de modo eficaz.

Remote teams has advantages and disadvantages. Advantage would be the continuity and support we can give 24 / 7, local presence and sometimes cost benefits. To manage remote teams - Have a clear and defined objectives and tasks. Ensure they are understood by the teams. Be as specific as possible like elaborating the acceptance criteria. - Regular check-ins and 1:1 to see if they are motivated, and provide feedback for their improvement. Also define a road map for them to grow within org. - Make sure they are heard during meetings. Since they are not present physically, leaders should try to engage them often.

->Focus on observable behaviors and outcomes, not assumptions or vague impressions. ->Reference metrics, code reviews, deadlines, or other tangible evidence to make the feedback objective. ->Understand the individual's workload, challenges, and circumstances before delivering feedback. ->Normalize giving and receiving feedback across the team to reduce tension around it. ->Use regular check-ins or retrospectives to make feedback an ongoing, natural process. ->Use tools like Slack, Notion, or Confluence to document processes, decisions, and feedback to avoid miscommunication in a remote setup.

1 o 1 are one of the best moment to create a conversation with the members of the team. I also like to have weekly or with a sprint cadence meeting with all the engineers in the team, where everyone exchange their findings in particular in the work done, on new tech used, on particular challenging task and everything that it makes sense to share knowledge. This is also a good way to share feedback and create a safe and healthy environment.

Be direct but thoughtful—remote teams need clarity, not guesswork. Use video calls for important feedback to maintain that personal connection, and focus on specifics: what’s working, what isn’t, and how to fix it. Frame critiques around growth, not blame, and balance them with recognition for what they’re doing well. Follow up with written summaries to ensure nothing gets lost. Most importantly, make feedback a two-way street—ask for their input and stay open to adjusting your approach. Consistency and respect build trust, even from miles away.

Firstly, I think it's important to prepare people that you are going to give some feedback. This can be as simple as a message like "hey, i'm going to spend some time writing up some feedback to help with your professional development". Receiving feedback can be hard, so preparing them ahead of time is key. Secondly, think about the format of the feedback. I like doing a "what's good, what could improve, any advice" format, but there are many different forms feedback can take. Finally, ask for feedback yourself. Feedback is always useful when it's two way and it shows your people you are willing to improve.

Ensuring the feedback is specific, objective, and actionable. Instead of saying, “I feel like your code quality is dropping,” say, “In the last two PRs, I noticed missing tests and inconsistent formatting. Let’s work on improving test coverage and adhering to our coding standards.” This approach makes feedback clear, constructive, and focused on improvement.

It is important to create an environment where the recipient is open to constructive feedback. This is more challenging when having this discussion remotely. Staying objective and asking leading questions helps. 1) what was supposed to happen? 2) what actually happened? 3) what would you do differently next time? 4) how can I help?