How can distant or hybrid teams be managed effectively in terms of performance? Due to the global pandemic, a significant portion of the workforce started working from home, forcing CEOs and HR teams to reevaluate practically every area of the employee lifecycle.
Management of performance is not an exception. All facets of a good performance management software, from the performance review meeting with an underperformer to the feature to recognize the high performers, have moved online for many organizations.
Challenges for Managing Remote Workforce
Remote performance might be more challenging to observe. We all too frequently mix up presence and performance. Many bosses hesitated to approve flexible working arrangements like working from home before the epidemic. A frequent reply was, “How will we know what they are doing?”.
We’ve learned that this isn’t the problem we initially believed it was because of the so-called “great homeworking experiment” spearheaded by Covid-19. However, we still have a propensity to favor those with whom we can see putting in long hours and spending time in the office.
Remotely measuring performance
A fundamental shift in perspective is necessary for effective performance management of remote employees; we must start judging people on their contributions, outcomes, and results rather than their physical presence.
It’s not as simple as it seems. Who do we honor and reward? Who receives a wage raise or promotion? Who receives invitations to high-profile initiatives or opportunities for learning and growth? When asked who is our star player, who comes to mind? Are these individuals—or those who spend more time in the office or send emails on the weekends and after hours—really the top contributors?
Strategies for Remote Performance Management
Priorities can often alter shortly as people and companies deal with the numerous effects of the epidemic. Employees may need to evolve and adapt with their organizations in response to a fluid scenario. This makes the ongoing discussion of performance goals and expectations even more crucial.
Here are some great practices for successful remote performance management:
- Avoid micromanagement
Recognize that you shouldn’t have to and can’t supervise every part of a remote team member’s job. Experienced employees do not want to be micromanaged or untrustworthy in their ability to do their duties. Instead of relying just on observation, managers must learn to trust. This does not imply that performance monitoring and measurement should cease, but rather that goals and evaluation should be rethought with workforce management tools.
- Address performance issues right away
Performance issues should never be left unattended since they seldom go away independently. Remember that some employees cannot be able to function at their regular levels at the present since many are still adjusting to the difficulties of working during a pandemic, particularly if they have been ill, have experienced a loss, or have restricted access to childcare.
Shortly, expectations can need to be flexible. When there are issues about performance, plan a video chat as soon as possible rather than waiting for a formal meeting or scheduled review.
- Set aside 1-2-1 time
There is less time in a remote setting for those informal catchups over coffee or casual discussions in the hallway. Therefore, it’s crucial to ensure that time is set out often to discuss performance generally and particular goals. Additionally, it gives managers a beneficial chance to check in with their team, monitor progress, and provide timely feedback.
- Establish precise goals and periodically assess them
This is crucial at all times, but in a rural setting, possibly even more so. Every employee must be aware of what is expected of them, and the criteria used to evaluate and review their contributions. The goal should adjust as the situation does.
- Watch for outstanding performance
Poor performance could be tougher to spot in a distant setting, but so might excellently work. Make time to recognize accomplishments, thank people for their contributions, and celebrate victories. It helps a lot to say thank you.
Future-proofing with performance management software
Performance management doesn’t have to be challenging when done remotely. It is anticipated that more individuals will want to work remotely in the future, at least for a portion of the workweek. Thus, it is crucial to modify performance management software today to assure success.
