Certainly, performance reviews are needed for telecommuters, too.
If you fail to virtually rate the performances of remote workers, you risk weak productivity, low staff morale and legal issues – especially, if you don’t terminate employees by the book.
Video tools are vital in performance reviews. They’re very telling.
Here’s how:
Give adequate notice about live video performance reviews
Schedule the reviews several days in advance. Many telecommuters have families and will need to plan for private discussions with you.
Virtual performance reviews enable you to see how the employees respond to your comments. You get to see their body language and facial expressions.
Is New Managing Approach Needed for Your Remote Staff?
Allow an hour for the review.
Prepare for a dialogue
Remote workers tend to have more questions than employees getting in-person performance reviews. They feel they’re out of the loop.
They’re more curious and even apprehensive about the present and future.
Do your best for inclusive, collaborative discussions. Try to listen more than you talk.
Your goal should be to be persuasive in discussing performance, skill development and goals. The truth is persuasive people listen to others in 90 percent of conversations.
Be transparent about change
Many employees fear change and job security, and it’s likely your company’s situation is undergoing change and new challenges.
Coronavirus Prompts Best Strategies for a Remote Workforce
So, devote adequate time to answering concerns and highlighting the importance of your employees’ role in your organization.
That means your employees learn the important areas, as well as how and why they to need to focus on them.
Develop a plan to support employees who feel disconnected
Employees who choose remote work are probably self-assured.
But employees assigned to work remotely are not confident and comfortable. They often feel isolated. They miss the culture and friendship of their coworkers.
Dos and Don’ts for Giving Effective Performance Reviews
That usually means they’re not as productive as the employees who seek remote work. Typically, they have an innate sense of discipline, self-direction and motivation.
So, be mindful of the feelings of your workers and possible red flags.
From the Coach’s Corner, editor’s picks:
Questions to Ask Your Employee in a Disciplinary Meeting – If you’ve got serious concerns regarding a person in your employ, you should investigate the issue. The disciplinary interview is initiated to determine what to do about the employee.
Avoid Video Conferencing When Terminating Employees – Many employers have found it necessary to terminate employees when they couldn’t do it in-person. But they’ve risked legal issues using video conferencing. Here are best practices.
Your Expense and Tax Obligations with Remote Workers – While there are advantages for employers with a remote staff, there are numerous financial issues to consider when you employ telecommuting employees. You need a written agreement. Here’s an overview.
Guidelines to Meet FLSA Responsibilities for Remote Workers – As an employer, you have a myriad of responsibilities under the Fair Labor Standards Act (FLSA ) for exempt and nonexempt workers who work at home.
Coronavirus – When Sick Employees Should Return to Work – Businesses face uncommon obstacles as a result of the coronavirus, and have to observe federal laws. Here are precautions to take.
“Done right, a performance review is one of the best opportunities to encourage and support high performers and constructively improve your middle- and lower-tier workers.”
-Kathryn Minshew
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