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A Seven-Step Guide to Conduct Performance Review for Remote Employees

by Jody Ordioni

A Seven-Step Guide to Conduct Performance Review for Remote Employees

Should you conduct a performance review if and when your team is working remotely? Is it needed? Will it be beneficial? There is a straightforward answer to all three questions, and that is One Hundred Percent, Yes.

The year 2020 will possibly go down in history as a turning point in the operation and working of a business and subsequent response to the crisis. Many companies that never really thought of remote operations are now adapting to the new remote work models. But since all of us are settling into new strategies and rhythms, it is quite apparent for the management to ponder whether performance reviews still hold a place? Should performance still be a metric when performance has taken a back seat due to forced change and pragmatism? Again, our answer still holds, Yes.

Here, we have come up with a seven-step guide to conduct a performance review for remote employees. A thorough assessment will ensure that the entire process is streamlined, effective, and efficient.

Seek Refuge in Video Conferencing

In general, a performance review primarily covers the tangibles, such as goal setting, accomplishments, and future objectives. As much as these tangibles are vital, one cannot ignore the intangibles. Businesses must conduct the reviews via a video conference over a phone conversation. It will enable the manager to read the body language of the employee during the entire review process. When there is proper eye contact, the manager can get an insight into employee engagement and reactions.

Make it a Two-way Communication

Remote performance reviews are a new practice for both the staff and the managers. Initially, there will be a few awkward and uncomfortable situations, but it is only a feeling and is easy to overcome. To get it right, managers need to set the tone. One of the most effective ways to do it is by making the remote reviewing process a two-way communication. It will help you recognize their strengths, appraise their accomplishments, help them overcome their weaknesses, and finally work towards a common goal – the organization's success.

Make Reviews Goal Centric

In a remote working environment, the managers have a unique opportunity to conduct more effective and performance-based reviews. These reviews must not be an outcome of managerial observations, but preferably on the employee's personalized objectives and goals. Since you will not be around physically, it is quintessential to discuss their individual goals with your employees. It will help you stay engaged with them and boost their career development while simultaneously co-working towards the company's success.

Keep them Personalized

In a remote working setup, the personalized evaluations are indispensable. However, as we already discussed, these evaluations should solely revolve around the career development goals and the employee's role in the organization. Often, it so happens that even when employees have achieved a good rhythm with their work environment, managers do not update their measurements and markers continually. Only when the evaluation is personalized and based on the present situation by updating the evaluations' metrics, employees feel connected. It boosts their confidence and makes them believe that they do have a pivotal role in the organization's success.

Seek Feedback

Unfortunately, in a remote working setup, the manager is not as involved in the day-to-day tasks as he would have been in a familiar working environment. Thus, instead of individually reviewing employee performance, managers should perform a collective review. It can be done by gathering adequate feedback from other supervisors. This will help you give a more comprehensive picture of the performance of the employee. On accumulating a collective input, you will have a broader view of worker productivity.

Set Achievable Goals

Management must set reasonable goals and clarify the workers on how they can work towards it within a given working space. However, the goal setting must not overlook the personal and professional development of the employee. With every new goal, the objective should be to ensure that employees learn a new skill or feel a sense of accomplishment in their careers.

Align Personal Goals with the Company's Mission

Lastly, the objectives established towards the employee's review performance must be in alignment with the company's vision and mission. This collective approach helps maintain a good work culture without compromising on individual and organizational success.

The Bottom Line

If done as mentioned, the performance reviews can accentuate the employee's and business' productivity and boost the employee's overall talents and skills. Thus, remote or in-house employee performance review is inevitable.

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