5 Remote Employee Performance Management Strategies

Presence is usually conflated with performance. The home working experiment driven by coronavirus has taught us an imperative lesson. It has overthrown the myth that implies presence as performance. It has been witnessed by different organizations that the productivity curve has taken a spike with the introduction of work from home. Employees performance increased and had a huge difference when compared to the data prior to introduction of work from home. Having said that, it is essential to maintain few strategies to ensure smooth remote functioning of the organizations.

Let’s discuss five such strategies that should be implemented to ensure employee productivity:

Resist micromanaging

The work from home culture comes with flexibility of time. While functioning remotely one cannot expect the employee to function in the same pattern as he/she functions in office premises.  The major goal of functioning remotely is to deliver the task by the end of the day. Micromanagement of the employee performance in such setup is not a good option. The supervisors need to trust their employees and keep a tab on the EOD report. Instead micromanagement of the employees might create a chaotic environment for the managers and adversely affect the employee. As employees might not be able to function under such a scanner. 

Addressal of performance concerns

The comfortable environment and the couch might rob the employee off his/her enthusiasm for work. It is the responsibility of the managers and team leaders to keep a tab on the employees performance. If the superiors notice a low curve in the performance of the employee they can address the issue that is leading to degrading performance of the employee. Such addressal can assist the employee to be back on track and function with more efficiency increasing the performance curve. 

Employee recognition 

Employee recognition plays an essential role for employees working on remote locations. As employees working from home invest hard work and effort despite challenges. If this hard work goes unnoticed, it demotivates the employee degrading the performance curve. Hence, it is essential for the supervisor to ensure that the employees’ hard work receives recognition. Recognition of employees' contribution of ideas on projects assigned to them boosts the motivation to think out of the box for the betterment of the organization. Having said that, it is essential to recognize the employees flaws and challenges that have a direct impact on the organization’s performance. 

Also Read: How performance management software is efficient during covid 19

Review on regular intervals

Functioning from remote locations increases the need for performance review in regular intervals. It is the superior’s responsibility to set clear objectives and track teams progress relative to the objectives. Performance reviews on a regular basis keep the employees on their toes. It motivates them to increase their efficiency and keep up with the performance curve. It empowers the employees to keep a tab on his/her performance and invest more efforts to increase the performance curve.

Scheduled one-on-one with the employees

There are numerous employees who fail to manage a consistent performance throughout the given period of time. The fluctuating curve is a matter of concern. It alarms the supervisor and the human resource management team that the employee is facing challenges in completing targets. Scheduling one-on-one sessions with such employees gives the employee a platform to open up and share the challenges faced by them. It boosts employee confidence and brings back the zeal to work and increase productivity of the organization. 

The fuel that functions the organization is its workforce. Virtual employee performance management increases the challenges of the organization. Web-based applications play a vital role in managing the workforce. These strategies have a crucial impact on the productivity of the employee. These strategies assist in keeping a track on employee productivity without restricting the employee from the advantages of working from home.