How To Do Performance Management Remotely?

Performance management is an essential part of any company’s success. It can help to improve employee engagement, productivity, and retention. But what if your employees are remote? How do you make sure that they are meeting their goals? Here are the top tips for remote performance management!

The importance of performance management cannot be underestimated. It can help to improve employee engagement, productivity, and retention. However, what if your employees are remote? How do you make sure that they are meeting their goals? 

tips for remote performance management:

Keep an updated scorecard: 

Remote workers need to know what they should be doing and how to do it better than the other people in the company. To achieve this, set up a scorecard with your expectations and clearly define what it means to accomplish each goal.

Focus on individual employees:

 Performance reviews take time, which can lead to burnout among team members. By focusing on one person at a time, you can avoid this issue and keep people motivated, productive and loyal.

When you see a certain employee not meeting their goals, don’t jump to conclusions until you have collected enough information from various sources. This will help you to make an unbiased decision moving forward.

This is especially important for remote workers as it’s harder to monitor what they do compare with office employees. Therefore, try to follow up on their work regularly and use tools such as Skype or Google Hangouts.

You can create quarterly meetings where you take time to discuss the progress of every employee in your company, whether they are remote or not. This will help them see how well they’ve done over a certain period and motivate them for future goals.

How do you conduct a remote performance review?

It’s important to know the goals you want to set for the employee and what they need to accomplish to reach those goals. Once you have laid out the expectations, it’s time to talk about progress towards those goals. Maybe there are certain days that you want them to focus on specific things or tendencies that need improvement. It’s important that you keep tabs on how they are doing overall with these goals so you can give feedback at the end of the day.

boy communating remotely in a laptop with his remote teams

You also want to make sure they know what is expected of them so they don’t scramble around trying to figure out what it is you looking for in their performance. Some remote employees may feel disconnected from their work if this feedback isn’t given on a regular basis.

A remote performance review should also include positive feedback for when they are doing well, and maybe even some resources that can help them in certain areas if there is something lacking. It’s important to keep your employees motivated so that they feel like their work has purpose and value to the company.

What are some dos and don’ts for conducting reviews?

Do’s:

Have frequent check-ins to provide feedback. This is an integral part of the process that needs to happen often, not just when necessary!

Be open and honest in your communication. Don’t sugarcoat things. Things will go much smoother if there are no misunderstandings.

Don’ts:

Don’t be passive about your feedback. If you don’t give proper attention to the process, it won’t work!

Avoid simply saying, “You did well on this task; keep up the good work.” Your employees need specific details on how they can improve and what behaviors are effective in achieving their goals.

Is there anything that won’t translate to a remote work environment?

Performance input is notoriously difficult to do remotely because of the impact on organizational performance it generates, which is a key family of factors in assessing the effectiveness and developing desired behavior change. Performance information, given either verbally or written – is accompanied by regular feedback about an individual’s performance and allows leaders to make a detailed observation of a subordinate’s suitability for promotion or assignment. Feedback also informs the subordinates themselves about their progress with their organization, its degree of teamwork, teamwork culture, leadership styles, etc. These observations are done regularly by sharing expectations that help subordinates improve their performance for internal and external stakeholders.

Compare that with remote workers who can’t engage in “organizational visits.” Checking up on people because you’re not physically seeing them is more cumbersome and time-consuming.

Not to mention that employees are inundated with so many tools, devices, programs, and work processes to be productive at any given moment, making it hard for managers to keep track of what everyone is doing. While traditional face-to-face meetings can provide a platform where leaders assess people’s performance, remote employees have to use a different format.

In order to get the most out of your team while ensuring everyone is on track and meeting objectives, managers must regularly check in with their direct reports about their progress and any issues they may be having along the way. It’s also crucial that leaders communicate what needs to be done to help their employees achieve success.

Conclusion

As you can see, doing Performance Management remotely is not easy… but it’s doable!

Remote employee performance management is a difficult task that requires manager to be more diligent about their communication with employees. It may also need managers to check in more often and provide additional tools or processes for productivity. However, if you’re willing to put in the effort, it can reap many rewards, such as better collaboration between colleagues who are all working remotely on different projects.

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