It is challenging for managers to conduct performance reviews. There is often a large gap between what individuals say and what they think. Managers must practice the skill of providing constructive performance review remarks to enhance communication and clarity for overall improvement.
As a result of the global pandemic, which caused a large portion of the population to start working from home, CEOs and HR teams had to reconsider virtually every aspect of the employee lifecycle.
When it comes to performance management, there is no exception. Many companies have moved away from all aspects of performance management, from performance evaluation to performance review meetings with underperforming employees to rewarding great performers.
Priorities may change in the short term as individuals and businesses deal with the pandemic’s wide-ranging repercussions, but employees must also adapt and adjust to a changing environment. As a result, it is now more vital than ever to communicate clearly about performance objectives and goals.
Let’s look at some tips to make remote performance management successful.
Avoid Micromanaging: The fact is that you cannot monitor and manage every aspect of a remote team member’s employment – nor do you need to. Experienced personnel do not want to be micromanaged or made to feel they are not trusted to execute their duties. Managers must approach the employee in a friendly manner, trusting them and creating a pleasant working atmosphere rather than observing them. I’m not suggesting that performance evaluations should be ignored, but that they can be conducted differently to ensure goals are reached on time.
Quick Addressing of Performance Issues: Allowing performance concerns to linger is never a good idea because these problems seldom go away on their own. While many employees are still coping with the challenges of working through a pandemic, some may be unable to perform at their normal levels, especially if they have been sick, bereaved, or have insufficient childcare. In the near term, it may be necessary to be flexible with expectations. When there are issues about performance, organize a video chat as soon as feasible rather than waiting for a formal meeting or planned review.
Watch for Exceptional Performance: It is not just calculating poor performance that is difficult to observe in a remote environment, but also excellent work. Make time to celebrate successes, acknowledge contributions, and provide appreciation. A small thank you may make a big difference.
Set and Evaluate Goals Regularly: This is important under any circumstances, but maybe even more so when working remotely. Every employee should be clear about what is expected from them and how their performance is evaluated. The goal should evolve as the situation changes.
Make Time for 1-on-1 Meetings: There’s less time for informal hallway discussions or coffee meetings at remote locations. As a result, it is critical to organize regular meetings to discuss overall performance as well as progress toward specific goals. This also provides managers with an excellent chance to check in with their team, monitor progress, and provide timely feedback.
Remote performance management does not have to be complicated. Because more individuals are more likely to choose to work remotely in the future, at least part-time, now is the time to modify performance management approaches to ensure success.
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