One challenge you may face as a manager is conducting performance reviews. This task becomes trickier when using an online format to evaluate employees reporting to you. Being in a different location than the person you are evaluating can bring numerous problems which require specific strategies to improve effectiveness in a Remote environment.
Conducting performance reviews, whether in person or virtual, is crucial and is usually neglected by many business owners. However, with the increase in the virtual workforce, you must know how to conduct them effectively. To help you out, we are going to describe the top five tips for conducting performance reviews remotely.
What Is a Performance Review?
Performance reviews are meant to evaluate how well you are performing in your role.
i) They give you and your manager a chance to recognize your strengths and identify areas for improvement.
ii) A thorough review will consider your workload, career goals, key objectives, and overall job satisfaction.
iii) These annual appraisals also often play a role in salary discussions, potentially leading to pay increases.
iv) At their core, performance reviews should help you grow in your career and enhance your work experience.
Tips For Conducting Performance Reviews Remotely
As more and more organizations are moving towards remote work by choice, we need to reassess how we manage performance and Remote Work Statistics Here are some tips to help you do so in a remote working environment:
i. Use Software to Conduct Evaluations
Using software can save you time and energy when working in a Remote statistic’s. Handling and getting performance reviews from employees on time is just like a full-time job. You will also have responsibilities as a manager other than keeping up with what has been turned in and sending out reminders. Instead of struggling with such issues, you must have performance management software and perform evaluations effectively.
ii. Get The Entire Picture
Performance evaluations not only evaluate measurable factors such as determining goals, achievements, and future objectives. Equally important are the intangibles.
Wherever possible, it is better to have reviews through videoconferencing rather than making calls. This way, the managers can monitor the employees and notice their body language, thus gaining a good understanding of their reactions and involvement.
iii. Schedule Enough Time For Honest Conversation
Schedule the remote performance review with the employee at a suitable time. Usually, the review period is 30 minutes to an hour, but the best strategy is to have an additional space for flexibility. An idea could even be the most timely person who unexpectedly has problems with his Internet connection.
Buffer time around your reviews should also be carefully planned. What is more annoying than attending an engaging discussion, and it is over much earlier than planned? Employ at least 30 minutes of your time before and after the review so you can be more immune to the feeling of enthusiasm and agile switching between things.
iv. Develop Metrics For Assessing Remote Employees
Metrics, schematics! Measuring Remote Work performance might seem as tricky as weighing a cloud—but it’s doable with the right approach.
The trick lies in using both quantitative and qualitative criteria to measure success. Statistics such as on-time task delivery, successful goal acquisition, and customer satisfaction rates are essential. However, metrics should also be tailored to encompass the authenticity of distance work.
What about devising a “Creativity Index” for the number of virtual background changes during meetings or a “Distraction Quotient” for those who expertly mute barking dogs? By adapting your statistics to the homework surroundings, you will create a better and kinder measuring method of productivity.
V. Turn Cameras On During Evaluation
Many employees do not turn on their cameras during company meetings. This may make remote work easier and create a positive environmental impact, but if you decide to turn on the camera during a performance review, then everyone needs to show up professionally. Dress professionally, turn your camera on, and expect the same from your employees in return. For many employees, performance reviews are candid feedback, so both parties should be prepared to provide meaningful insights.
vi. Avoid Distractions
Working online brings potential distractions with it. As a manager or leader, you must keep these distractions away when conducting an online performance review. Here, we are describing a few ways that help you reduce distractions and focus on your remote annual review:
- Inform your team and leaders that they will go dark for a few hours while completing their review.
- Turn off all the notifications to different apps such as Microsoft Teams and Slack.
- Keep your mobile phone away, for example, in another room to avoid using it when you are in a meeting.
- Minimize other distractions by informing your family about your work and meeting schedules.
- Focus on active listening so that you can provide undivided attention to every employee.
vii. Schedule Follow-Ups When Needed
Once the performance review is completed, you must give your employees a chance to decompress. Virtual conversations can be draining, and you must ensure that your employees understand what you are sharing with them. Give your employees time and time to reflect on the review, review their results, and consider their next steps. You can schedule a follow-up or one-on-one meeting to discuss the performance review further.
Role Of AI and Automation in Performance Review
AI-powered human resources tools can supply managers with data-driven feedback on employee performance and enable them to monitor progress impartially. Automatic feedback surveys can also gather peer reviews, making analysis more exhaustive. The programs that we use include Lattice, BambooHR, and 15Five, which help us in our work of performance tracking and goal-setting.
Final Words - Performance Reviews Remotely
Establishing performance evaluations in a remote mode comes with unique challenges. However, it will work as smoothly as face-to-face ones with the correct techniques. Managers in this aspect will guarantee thoughtful and fruitful dialogues by using technology, clearly setting new requirements, minimizing distractions, and creating conversation opportunities. AI-driven tools can be even more beneficial to review as they supply statistical information for unbiased and proper assessments. In the final analysis, well-planned audits carried out through remote means bring forward the growth of the employees, satisfaction with work, and overall organizational success.
