The shift to working remotely has completely changed how we communicate and collaborate. Performance reviews must adapt to this new reality as teams are dispersed across time zones and cultural boundaries, as companies engage in international recruitment to meet their hiring needs.
The Challenges of Remote Performance Reviews
Even in traditional settings, performance reviews are not without difficulties. The pandemic has only amplified these, with widespread uncertainty and personal struggles adding another layer of complexity. “People are wrestling with uncertainty and existential dread,” said INSEAD professor of organisational behaviour Mark Mortensen.
Remote work adds its own set of hurdles. Performance reviews may come across as impersonal and distant due to the lack of in-person interactions, reliance on digital communication, and possibility of misunderstandings. Furthermore, managers are unable to observe an employee in the course of their work, or have the day to day interactions, which may raise concerns about engagement and productivity.
Rethinking the Purpose of Performance Reviews
Performance reviews in the remote world should go beyond just quantitative goals and metrics. As Anna Tavis, a clinical associate professor of human capital management at New York University and an editor at People + Strategy, states, “There’s no template and it’s not one size fits all” when evaluating job performance.
This change necessitates putting new performance metrics like resilience, teamwork, and adaptation front and centre.
Implementing a Human-Centric Approach
Take into account the following tactics to handle performance reviews for a dispersed workforce:
- Summon Compassion and Flexibility: Recognize the varying circumstances of remote employees. Acknowledge challenges they might face, such as balancing work with childcare or dealing with personal issues. Embrace flexibility in scheduling and expectations.
- Prioritize Qualitative Feedback: Shift away from rigid numerical ratings and adopt narrative assessments that provide more meaningful and supportive feedback. Promote peer and self assessments to obtain a comprehensive understanding of staff performance.
- Leverage Technology for Connection: Utilize video conferencing tools for performance reviews to create a more personal and humane experience. Pay close attention to non-verbal cues to gauge engagement and understand underlying emotions.
- Foster Open and Transparent Communication: Encourage continuous feedback through regular check-ins and one-on-one meetings. Make sure your staff has a safe place to talk about problems, offer suggestions, and express their opinions.
- Set Clear Goals and Expectations: Work collaboratively with employees to set clear, specific goals that are aligned with broader business objectives. Document these goals and review them regularly to track progress and provide timely feedback.
- Recognize and Reward: Balance constructive feedback with positive reinforcement. Celebrate achievements, express gratitude for efforts, and create a culture of recognition that boosts morale and fosters team spirit.
The Future of Remote Performance Reviews
An approach to performance management that is more human-centric has been made possible by the growth of remote work. Organisations can foster meaningful growth and stronger connections with their remote employees by emphasizing empathy, communication, and continuous feedback. Managing remote teams globally requires implementing strategies that enhance performance reviews, addressing the unique challenges posed by diverse locations and cultures.
Keep in mind that, regardless of location, performance reviews should be welcomed occasions to develop talent, encourage engagement, and establish a positive work environment. Our performance management strategy needs to change as the workplace does.
