Nobody likes performance reviews, probably because managers tend to mishandle them. Employees feel blindsided by reports of a less than stellar performance when they've received no feedback for a year. As a result, they think they worked hard only to hear differently from their supervisor.
Performance reviews are also rather one-sided. Management writes the review, reports it to the employee, and maybe you set up an improvement plan.
These days, performance reviews have a new definition. First, you determine the type of review:
Next, you determine evaluation goals. You can’t improve what you don’t measure.
Finally, as the manager/reviewer, you set the tone. Maintain cultural awareness while interacting with your remote staff, and be mindful of time zones and language barriers.
Train employees and management in the use of time or productivity tracking technology. Everyone should understand how you track their time or productivity and the metrics you expect them to meet.
On the other hand, don't use so many tools that everyone spends more time tracking their time than working. Instead, find the best solution for the metric you need to measure. Many project management platforms provide appropriate tools but if they aren't working, reconsider your choice.
Part of an effective workforce is ensuring everyone rests adequately. If you have some overachievers, set a reminder for them to take breaks to refresh themselves. Help everyone maintain their mental health and be mindful of the hours they put in.
Determine your key performance indicators and implement them for the entire company. It isn't fair to judge one team differently from another.
Select measurable, actionable performance indicators because vague metrics won’t help the employee or your business. So, decide what activities to measure and the acceptable scores. Then set clear expectations and well-defined goals and communicate them to your employees.
Next, plan regular check-ins. Don't wait until the end of the year to perform a review. Continuous feedback helps streamline performance improvement and keep expectations at the top of mind for management and employees. Finally, create and share your evaluation form with all workers and ensure your managers use it.
Encourage interaction and engagement. One-way reviews don’t help; you need to listen as well as talk. Why is the employee not meeting a performance indicator? Step in quickly, considering what sets this employee apart from the others.
Many remote workers have distractions from children, pets, and chores. They might have an unstable internet connection or sub-par equipment. Ask them to tell you how they handle their time and what they need from you to help them manage their part of the project.
Ask what they would change and include them in creating an improvement plan.
Make all disciplinary and termination procedures transparent. In uncomfortable situations, reducing the chances for confrontation is vital.
A performance review is not just a report on an individual employee. It's also an extraordinary chance to learn how your business appears from their eyes.
Remote work, at its core, separates employees from one another and management. Communication is critical to keep everyone moving in the same direction and feeling like part of the team.
Set the date and time and request confirmation from everyone who should be there. Then make sure all the technology is working correctly, including the camera and microphone. Your first choice for a remote review is video conferencing. If that isn't possible, conduct the review over the phone.
Do not use email to perform a review. You and your employee deserve real-time interaction. Find the best time for you to meet. If possible, adapt your schedule to theirs; don’t ask them to get up in the middle of their night to find out how well they are performing.
Use a quiet spot to conduct your side of the review. You wouldn't hold a review in the middle of the office if the employee were physically present, so don't make your side public when performing the review virtually. Also, ensure the employee has a private space on their end.
Prepare your materials and get copies to the employee ahead of time so they know what to expect. Sharing documentation also saves time during the review so you can thoroughly discuss the most critical matters.
During the review, show positive intent and precisely describe your observations. Make the impact of the employee's behavior and action clear; don't assume they understand. And always ask for a response. Give them time, especially if the report contains surprises.
After the review, follow up on a regular schedule. Tell the employee something like, "I will check in with you in two weeks to learn your progress." Then look for patterns and changes in behavior.
Communication and planning are critical for a successful performance review, like everything else with remote work.
Traditional, annual reviews are ineffective and inefficient, wrapped as they are in salary discussions and terminations. Today’s employee expects periodic feedback throughout the year and wants to be part of a conversation. Bi-directional meetings bring the focus to a high-performance culture with 360-degree feedback for the betterment of all.
Treat issues as opportunities for improvement instead of problems to discipline. Find out why someone isn't meeting expectations, and then discuss how you can help them do better.
Above all, remember you are talking to another human. Cultural or language barriers can create separation, so you need to make an effort to create a connection that tells your employees you can be trusted and will help them achieve for themselves and your company.
