Criticism is hard. Formulating and delivering constructive criticism is even harder, especially when it is communicated over teleconference. But thoughtful criticism builds effective teams, and it is critical for any employee’s professional (and probably personal) growth. Then why is it so many leaders freak out over giving constructive criticism?

Most leaders don’t love delivering feedback, even though some studies show employees prefer feedback to praise. Leaders often fear that employees will overreact or take offense to criticism. Morale might even take a dive. No leader wants to be responsible for a wave of negativity, even though their employees actually want to receive constructive criticism to improve their performance!

So how can leaders deliver nonthreatening, constructive criticism in a remote environment?

Check in quickly but regularly

Remote work is no time to slack off from people management! It’s more essential than ever to regularly check in on employees by text, call, or quick email, to see how they are doing and to ask what they need. This is also the opportunity to give any timely feedback that might help your employees. By keeping check-ins regular and casual, feedback becomes routine and expected (read: less scary), both in the giving and receiving. If you do have to deliver a bigger, more sensitive piece of constructive criticism, go with a video conference. These meetings can be just as effective as face-to-face meetings if your camera is capturing the language of your entire upper body, not just your face.

Exercise compassion and kindness

When your employees trust you, they will be more open to your words and more willing to implement your feedback. It can be hard to establish trust in a distanced environment, without the benefit of daily in-person interactions. That said, compassion and kindness can go a long way toward developing trust! When you have to deliver constructive criticism, take care to use the same pleasantries you would in person at the office. Show the same, and perhaps even more, compassion during a remote work situation. Let employees know you are on their side, and that you are all part of the same team, even if you have to recommend they improve upon something.

Celebrate the big and small wins

In a remote environment, when out of sight can mean out of mind, it’s critical to balance constructive criticism with recognition for good work. (Yes, good work should be status quo, but consistent performers also like to know they are seen and appreciated by management.) Remote work creates new challenges, such as loneliness and isolation, and fear of missing out on social or professional opportunities. As a leader, it’s important to reward great work with public recognition, which might include calling out the employee in a group chat or conference, posting to a recognition wall, or including key players on an employee-appreciation email.