Menu
Menu
At the heart of effective performance management lies the need to establish an agreement between a supervisor and an employee regarding the expectations of a particular role and the practical steps to achieve those goals. This process requires open communication, mutual respect, and clarity on goals and expectations.
Traditionally, performance management has revolved around observation, feedback, and face-to-face meetings, all supported by standard policies, procedures, and tools. However, with the rise of remote working and social distancing, organizations must adapt their traditional performance management approaches to meet new challenges. These changes add complexity to an already intricate process, making it essential to find innovative solutions that ensure effective performance management in a remote environment.
The following are 5 tips to help you navigate performance managing an increasingly remote workforce:
Despite all the stories about how wonderful working from home has been and how productivity has increased, many also highlight the challenges of balancing work and home life. Moreover, maintaining performance levels has proven difficult for numerous employees.
This issue does not reflect employee attitudes but rather workforce diversity. For those who can establish a quiet home office, have roles suited for remote work, and have not faced the complications of homeschooling, maintaining productivity has been easier. In contrast, employees without a dedicated workspace, those managing several children requiring educational support, and those in roles demanding significant interaction with others experience a very different dynamic.
Adding to these challenges are the stresses of unnatural living conditions and the health concerns brought on by the pandemic. Consequently, it is easy to understand why many have struggled to maintain usual productivity levels.
The bottom line is that everyone must acknowledge that extreme circumstances have impacted performance and productivity. Furthermore, remote working is likely to remain a norm for some time, and for others, it may even become a permanent state.
Thus, HR needs to collaborate with managers and employees to develop new procedures, policies, and systems support. They must also recalibrate performance standards for affected roles. This leads us to the second tip: the need to remain flexible.
The key to adjusting expectations and establishing performance standards and goals that drive business success is to remain flexible. What works for one individual or situation may not work for another due to the various reasons mentioned above.
Maintaining a flexible approach and collaborating with employees to agree on practical working patterns, methods, goals, and deliverables is crucial for sustaining an engaged and productive workforce.
Moreover, it is important to remember that the need for flexibility must be two-way. This creates a culture of give and take, where both parties recognize that they are working towards the same overall objective. There will be times when employees can set their own agendas, but equally, there will be moments when gathering the team for a virtual meeting is critical for decision-making.
Ultimately, an environment of mutual respect and trust is essential to achieve this level of flexibility. By fostering these values, organizations can enhance collaboration and ensure that all team members feel valued and supported.
Maintaining performance while providing flexibility depends on trusting your employees.
For some time, the workplace has shifted toward reduced levels of management supervision. This change has been driven by various factors, including the increasing adoption of agile project management, which empowers self-driven and cross-functional teams to direct their own work within agreed parameters.
Another contributing factor is the evolution of organizational structures. Flatter hierarchies have emerged, resulting in managers having a larger scope of responsibility and managing correspondingly larger teams that are often dispersed across different locations and business streams.
In short, the rise in remote working has accelerated the need for managers to abandon any tendencies to micromanage. Instead, they must transition their roles to one of leadership.
The key takeaway is that continuously monitoring employees’ progress is no longer a viable approach when dealing with a remote workforce.
From an HR perspective, it may be tempting to replicate workplace norms by introducing some form of monitoring technology. However, before considering this option, it is essential to assess whether it adds value to the process and, more importantly, how it impacts employees’ emotional engagement.
One effective way to build trust and alleviate managers’ anxiety is to refocus on the importance of positive and open communication. By fostering transparent dialogue, organizations can create an environment where employees feel valued and supported, ultimately enhancing trust and collaboration.
Now, more than ever, regular communication between managers and employees is crucial for supporting productivity, performance, and employee engagement.
Building on the earlier point about the need for flexibility, managers must prioritize making themselves available and approachable. Regular conversations about goals and objectives help maintain focus and provide essential guidance. Additionally, these discussions offer perfect opportunities to give feedback and recognize good performance.
Everyone benefits from regular and open communication. However, the “personal touch” is especially impactful for employees who may feel detached, stressed, or even depressed. A simple check-in can make a significant difference in their morale and sense of belonging.
Furthermore, managers should find ways to sustain team dynamics and relationships. A strong sense of belonging significantly influences motivation. Therefore, utilizing available technology can streamline connection and communication, allowing teams to collaborate effectively, even from a distance. By fostering an environment of open dialogue, organizations can enhance engagement and promote a positive workplace culture.
Using technology such as Microsoft Teams, Skype, WebEx, or Zoom is essential for connecting individuals and teams while employees work remotely. The ability to see colleagues and share ideas reduces stress and boosts productivity. Additionally, progress and goals can be shared visually, enabling teams to collaborate effectively on documents and projects.
Equally important is for HR to leverage HRMS technology. By doing so, HR can significantly enhance employee engagement and reduce the stress employees experience when interfacing with HR or completing mandatory activities while working remotely. Streamlined processes and clear communication through HRMS tools can foster a more supportive environment, making it easier for employees to navigate their responsibilities without feeling overwhelmed.
Building resilience within remote teams is essential for effectively navigating the challenges of remote work. Resilience enables teams to adapt to changing circumstances and bounce back from setbacks. Moreover, this adaptability is crucial as employees face new and unforeseen challenges daily. To cultivate this resilience, organizations can provide resources that enhance employee well-being, such as mental health support and stress management training. For instance, offering workshops on coping strategies can equip employees with tools to manage stress effectively. In addition, these workshops can also foster connections among team members, creating a supportive network that encourages collaboration.
Furthermore, fostering a positive workplace culture that encourages open dialogue about challenges can help employees feel supported and valued. By creating an environment where employees feel comfortable discussing their concerns, organizations can address issues proactively rather than reactively. Consequently, this approach not only enhances individual resilience but also strengthens team cohesion. By promoting resilience, teams can better handle uncertainties, leading to increased morale and sustained productivity in a remote setting. Ultimately, investing in resilience-building initiatives can lead to long-term success and well-being for both employees and the organization.
Innovation serves as a critical driver of success, particularly in dynamic environments. To foster creativity within remote teams, organizations should create an environment that encourages experimentation and the sharing of ideas. For example, organizing brainstorming sessions and hackathons allows employees to collaborate on innovative solutions to pressing challenges. These collaborative events not only generate fresh perspectives but also build camaraderie among team members, enhancing their relationships.
Moreover, providing platforms for employees to showcase their creative projects can inspire others and stimulate further innovation. These platforms, such as virtual showcases or internal newsletters, can highlight diverse ideas and achievements. Recognizing and celebrating these efforts can motivate team members to think outside the box and feel valued within the organization. Furthermore, implementing feedback loops where employees can receive constructive criticism on their projects encourages continuous improvement.
By nurturing a culture of creativity, organizations can adapt more effectively to changing demands, which ultimately drives continuous improvement and organizational growth. Additionally, fostering an open environment where failures are viewed as learning opportunities rather than setbacks promotes risk-taking and innovation. In this way, organizations can create a resilient workforce ready to tackle the challenges of tomorrow.
As remote work becomes increasingly common, prioritizing mental health awareness is vital for maintaining a healthy workforce. Organizations can promote mental well-being by offering resources such as virtual counseling, mindfulness workshops, and stress relief programs. These initiatives provide employees with valuable tools to manage their mental health effectively. Furthermore, encouraging open discussions about mental health can help destigmatize these conversations, creating a supportive and safe environment for employees.
For instance, regular mental health check-ins can facilitate open dialogue and help employees feel more comfortable sharing their experiences. Additionally, implementing peer support groups can foster a sense of community among employees, allowing them to share coping strategies and experiences. By normalizing these discussions, organizations can create a culture that prioritizes well-being.
By prioritizing mental health, organizations enhance employee well-being and improve overall productivity and job satisfaction, leading to a more engaged workforce. Moreover, promoting mental health awareness can reduce absenteeism and turnover rates, which ultimately benefits the organization as a whole. Ultimately, investing in mental health initiatives creates a positive work environment where employees feel valued and supported, enabling them to thrive in their roles.
Effective leadership is crucial in remote work settings, where traditional management practices may not apply. Organizations can focus on strengthening leadership skills among managers by providing tailored training and development opportunities for remote management. Emphasizing skills such as emotional intelligence, active listening, and conflict resolution can empower leaders to support their teams more effectively. Additionally, encouraging leaders to model flexibility and adaptability sets a positive example for employees. Regular feedback sessions can also help leaders understand their teams’ needs better. By investing in leadership development, organizations create a culture of resilience and collaboration, ultimately enhancing team performance.
Leveraging data analytics can provide valuable insights into employee performance and engagement in a remote work environment. By analyzing metrics such as productivity levels, employee feedback, and project outcomes, organizations can identify trends and areas for improvement. Furthermore, data-driven decision-making allows leaders to tailor their approaches to individual team needs, enhancing overall effectiveness. For instance, tracking engagement levels can help identify employees who may need additional support. By utilizing data analytics, organizations can make informed decisions that support their workforce and drive performance, leading to better outcomes for both employees and the organization.
In summary, if you feel overwhelmed by the new challenges added to the already complex world of people management, these five basic steps can support your employee performance activities.
First, prioritize flexibility by adjusting expectations and collaborating with employees on their goals. Next, build trust by reducing micromanagement and fostering open communication. Third, maintain regular check-ins to keep employees engaged and focused. Fourth, utilize technology to enhance connections and streamline collaboration. Finally, leverage HRMS tools to improve employee engagement and reduce stress during remote work. By implementing these steps, you can navigate the complexities of people management more effectively.
One last tip for you to take away is to take a few minutes to look at our HRMS, HRBluSky, a user-friendly environment offering centralised, anytime, anywhere access to a full range of core functionality including benefits, ongoing training, online support and, of course, performance management
Alignment
Article
Audit
Automation
Benefits
Candidate
Communication
Compliance
Digitalisation
Digital Technology
Diversity
Emirates Id Application
Employee Experience
ESS
Feedback
Health and Safety
HRMS
HR Strategy
HR System UAE
Human Resource Management
Human Resource Management Systems
Job Roles
Learning and Development
Onboarding
Outsource
Payroll
Payroll Management System
Payroll Processing
Performance
Performance Management
Personalisation
Recruit
Recruiting
Recruitment
Remote Working
Rewards
Security
Service Providers
Skills
Smart
Survey
Virtual
Visa Cancellation
Work Environment
Workforce
