Performance reviews are inherently challenging, but executing them for a remote team is a whole new ball game. But most companies have at least a part of their teams working from out of the office, so they need to think beyond the traditional review processes.
Expect challenges because managers cannot observe employees in person or constantly check their day-to-day performance. However, a little effort is all you need to invest to maximize the value of performance reviews for your remote team. Let us share some tried and tested recommendations to set up a process that actually works. Consider incorporating well-designed evaluation forms into your remote performance review process, providing a structured framework for assessing and improving your team’s remote work dynamics.
Leverage technology
Utilizing software technology can help boost productivity, save time, and prevent errors for remote teams. In fact, you can also leverage technology to streamline performance evaluation for managers. A software solution can help them get all the valuable pieces of information from employees. Moreover, managers can analyze data and provide honest and constructive feedback to team members, regardless of their location.
Consider reworking the rating system
Measuring remote workers’ performance against the same metrics as in-office employees is unfair because working from home has inherent challenges. Consider reworking your rating system with flexible parameters that factor in the WFH challenges and hindrances. A goal-oriented system is better as it empowers your workers with the flexibility to manage their schedules and timelines. As long as they deliver their tasks on time, they shouldn’t get negative marks for performance.
Think 360-degree
Another measure to make performance reviews more effective for your remote team is to provide 360-degree feedback to your employees. The process gets input from an employee’s peers, managers, and others they work with to get comprehensive feedback. You can rely on a 360 performance review template to cover all factors and decode the performance of every member of your remote team. The good thing about 360-degree feedback is that it eliminates bias from the process, so you have a more honest way to measure up people even without being around in person.
Schedule enough time for honest conversations
Remote reviews can get complicated and stressful for managers and employees. Scheduling enough time is a good way to ensure an honest conversation where both can reach a consensus instead of leaving things incomplete. Also, be ready to deal with glitches because connectivity issues are always a concern with remote meetings. Booking buffer time around the conversation is a good idea because you must close it on a positive note instead of rushing the meeting.
Set the right tone
Besides ensuring ample time for the review conversation, you must set the right tone for the meeting. Turning on the video is the best way to add a personal touch to the discussion. Also, make employees comfortable and encourage them to voice their problems, opinions, and suggestions. Paying close attention to their body language is crucial as it helps you understand how they feel.
Remote performance reviews need not be as complicated as you imagine. You can create a seamless process to conduct them effectively and get the best results in the long run.
