Remote-Working Performance Management Tips
How to manage remote staff and keep them engaged:
- Establish clear, specific guidelines and work one-on-one to understand each team member’s challenges
- Keep the lines of communication open and utilize technology that works best for each employee
- Be highly intentional about putting communication as a top priority
- Adjust the timing of previously scheduled meetings to accommodate the “rhythms” of home life and new routines
- Be present, listen, help team members find their new routine
- Be genuine and offer support and empathy
- Get creative with team celebrations to maintain the team culture
How to evaluate performance remotely:
- Communicate frequently with regularly scheduled check-ins that include performance and goal discussions
- Engage in conversation and ask questions to assess remote working capabilities (adequate workspace, technology, caregiving responsibilities)
- Make sure goals and objectives are clearly stated and understood
- Make sure measurements are understood, building in milestones
- Focus on outcomes not hours
- Don’t ignore the importance of behavior
- Use self-evaluations and comments from other business partners
- Listen, plan, and follow-up
- Create an environment of inclusion, trust, and accountability
- Use technology to share goal document, comments, feedback, progress
- Be flexible and creative to adjust to the new “norm” of working
How to make adjustments to goals “on the fly”:
- Shift priorities and reestablish relevant goals
- Track performance on goals previously set (don’t lose the performance already done)
- Clearly state new goals and make sure new direction is understood
- Update measurements and milestones to ensure alignment and accurate tracking of new goals
- Date goals (when previous goals started and ended, when new goals started and ended)
- Be realistic about what can be accomplished during this new “norm” of working
- Newly adjusted goals still need to be SMART goals (specific, measureable, achievable, relevant, time-bound)
How to deliver a performance review remotely:
- Pay close attention to body language
- What is your body language communicating
- What is their body language telling you
- Listen carefully
- Be appropriately direct – clear, concise communication
- Speak compassionately
- Encourage engagement and solicit feedback when establishing new work plans
- Virtually with cameras on instead of by phone – when technology permits
- Conversation versus lecture
How to avoid performance appraisal errors:
Any performance rating method is subject to errors. Knowing and understanding these errors will help you avoid them.
- Cognitive Biases
- An employee who is extremely competent in one area and is therefore rated high in all areas
- An employee is rated low in all areas because their performance in one area is lower
- When the appraiser’s values, beliefs, or prejudices distort ratings
- Recency effect
- Appraiser gives more weight to recent occurrences and discounts earlier performance during the appraisal period
- Strictness
- Some appraisers are reluctant to give high ratings because they have higher expectations than peers
- Leniency effect
- Appraisers who don’t want to give low scores even for poor performance
- Central tendency
- Appraiser rates all employees within a narrow range regardless of differences in actual performance
- Contrast effect
- Employee’s rating is based on how their performance compares to that of another employee instead of on objective performance standards
Resources used
- How to Transition Your Team to Remote Work (Articulate 360 Webinar)
- 5 Tips for Conducting Effective Virtual Performance Reviews (Article) https://remote.co/tips-conducting-virtual-performance-reviews/
- 8 Tips for Better Annual Reviews for Remote Workers (Article) https://www.flexjobs.com/employer-blog/tips-better-annual-reviews-remote-workers/
- 9 Strategies to Deliver Effective Performance Reviews (Article) https://meridithelliottpowell.com/9-strategies-to-deliver-effective-performance-reviews/
- The SHRM Learning System, Module 3
- 4 Tips for Keeping Your Newly Remote Team Engaged (CUPA Article, 3/26/2020)