Best Practices for Success in a Flexible Work Environment
As remote and hybrid work becomes the norm rather than the exception, organizations are facing new challenges when it comes to conducting employee evaluations and performance reviews. With the shift away from traditional in-office work structures, it’s critical for managers and HR professionals to adapt their evaluation methods to keep them effective and relevant.
In this guide, we’ll walk you through the best practices for conducting remote employee evaluations that help keep employees engaged, foster their career growth, and drive success for your business. From adapting evaluation templates for remote work to using technology to streamline processes, we’ll help you navigate the new era of performance management with confidence.
Why Remote Employee Evaluations Matter
The rise of remote and hybrid work has changed the way businesses operate. According to a study by Gallup, 45% of full-time employees in the U.S. worked remotely at least some of the time in 2023, and this trend is expected to continue. As more companies adopt flexible work policies, it’s essential to rethink how we evaluate performance.
Remote evaluations play a critical role in keeping employees aligned with organizational goals, improving employee engagement, and promoting continuous career development. When done right, remote evaluations can:
Improve and Enhance Communication. Regular performance reviews help remote employees feel valued and connected to the larger goals of their team and their organization.
Foster Growth. Clear, regular, and constructive feedback helps in personal and professional development, paving the way for employees to grow in their roles.
Ensure Accountability. Evaluations help maintain productivity and identify opportunities for improvement by setting clear expectations and tracking progress over time.
To effectively manage and evaluate remote teams, we need to approach performance evaluations differently than we did in traditional office settings. Let’s dive into how you can adapt your employee evaluations to this changing work environment.
Adapting Evaluation Templates for Remote Work
The first step in creating evaluations that are effective for remote teams is to adapt your existing evaluation templates to fit the needs of remote workers. Traditional performance reviews are typically based on face-to-face interactions and on-site metrics, which may not be applicable for remote or hybrid employees.
Key Adjustments for Remote Work
Focus on results, not activity. In an office setting, it’s easy to gauge an employee’s work ethic and engagement by observing their daily activities. We get to see the process of an employee’s work as it’s being completed. However, remote workers have more autonomy and flexibility. That’s why it’s important for remote evaluations to focus on tangible results–such as completed projects, key performance indicators (KPIs), and overall outcomes–rather than the process or number of hours worked. This is the best way to make sure that reviews are aligned with company goals and fairly recognize the impact of remote employees’ work.
Adjust behavioral competencies. While some competencies like collaboration and communication will always be important, there are others–like self-motivation and independence–that are more relevant in a remote work environment. Revise your evaluation rubric to include traits that are critical for remote workers. It may also be helpful to include language around how employees communicate, manage their time, and solve problems independently.
Include remote-specific metrics. Some metrics are unique to remote work and may require different tracking. For example, how well an employee manages remote communication tools (think Slack, Teams, etc.) or the frequency and quality of their virtual check-ins could be valuable metrics to include in their evaluation.
Using Technology to Gather Feedback
One of the biggest challenges remote employees (and their managers!) face is the lack of face-to-face interactions. To overcome this, managers and HR teams need to use technology to track performance and gather feedback effectively. Here’s how:
Employee Evaluation Software. Tools like Express Evaluations offer features specifically designed to help with remote performance management. A good evaluation tool will allow managers to set goals, track progress, and provide real-time feedback. They also allow employees to self-assess, which can help them think deeply about their own performance and identify areas for improvement.
360-Degree Feedback. Traditional employee evaluations usually only involve feedback from a direct supervisor. However, remote work environments benefit from more holistic feedback. Implementing 360-degree feedback, which collects input from colleagues, direct reports, and managers, can help paint a much more clear and well-rounded picture of how a remote employee is contributing to and participating in the organization. This also helps identify any potential blind spots in an employee’s self-assessment.
Continuous Feedback. In remote settings, employees can sometimes feel disconnected or unsure about their performance. By creating a culture of continuous feedback, you can address issues before they become problems and give employees the guidance they need to improve. Platforms like Express Evaluations allow for regular manager check-ins and informal feedback that can be referenced when assessing overall performance.
Project Management Tools. Tools like Trello, Asana, or Basecamp provide a visual representation of an employee’s workload and progress. Managers can use these tools to track task completion and assess the quality of work in real-time. This helps ensure that employees stay on track with their goals and makes sure that the distribution of work is fair, helping to avoid burnout of remote workers who may have less opportunity to notify their manager of overwhelm.
Addressing Visibility and Communication Gaps
Visibility and communication are some of the most common challenges in remote employee evaluations. Without the physical presence of employees, some managers may find it difficult to assess their daily contributions. This is especially true in hybrid environments where some employees are remote and others are in-office, creating unconscious bias in favor of employees whom management can physically “see working.” Here are strategies to bridge those gaps:
Frequent check-ins. Regular one-on-one meetings are essential for understanding how remote employees are performing. These meetings should be structured but flexible, offering employees a regular platform to discuss their progress, challenges, and any support they need. We’re in favor of scheduled weekly check-ins to ensure employee well-being and continuous alignment with company goals.
Encourage written communication. In a remote environment, most of the communication will be written, whether through emails, Slack messages, or project management software. Encourage employees to document their progress and share updates regularly. This also creates a tangible record of their work that can be referred to during evaluations.
Use video calls for performance reviews. Performance reviews should be conducted face-to-face, so video calls should always be used for remote evaluations. This allows for more personal interaction and reduces the possibility of misunderstanding. These face-to-face conversations create space for open, two-way dialogue where both managers and employees can express themselves clearly.
Navigating Common Challenges in Remote Evaluations
While remote evaluations offer many benefits, they also come with their own set of challenges. Here’s how to address some of the most common ones your organization might face:
Challenge 1: Lack of face-to-face interaction
Remote employees can sometimes miss out on the in-person connection that helps build trust and transparency. To address this, consider using video conferencing tools for interactions like check-ins and team meetings to make interactions more personal. You can also encourage your remote teams to use company communication tools in informal ways so they have a chance to build relationships and create connections. This could look like a Slack channel for exchanging music recommendations or an office book club that meets on the company Zoom during lunch. These information interactions build relationships between team members and help remote employees feel connected to the organization.
Challenge 2: Technology overload
Remote workers have to juggle many tools, from project management software to communication platforms. Too many tools can lead to burnout and confusion. If the purpose of some tools isn’t clear or if tools are used differently by different groups, it can sometimes lead to things falling through the cracks. Streamline the tools your team uses to avoid overwhelming employees and provide all new team members with thorough training on each tool when they come onboard.
Challenge 3: Misalignment with organizational goals
In a remote setting, it can be easy for employees to lose sight of how their work aligns with the overall goals of the organization. To overcome this, make sure employee evaluations are based on company goals and KPIs. These organization-level goals should be clear to the employee long before their evaluation, so work with them to set individual goals that tie into the larger organizational strategy and check-in regularly on their progress.
Challenge 4: Performance anxiety
Remote employees may experience performance anxiety due to a lack of immediate feedback or regular communication from their supervisor. To address this, encourage open communication and foster a culture of feedback. Make sure employees feel comfortable asking questions and seeking clarification about their performance.
Remote Work is Here to Stay, So It’s Time to Adjust
As remote and hybrid work environments continue to grow in popularity, the need for effective and adaptable employee evaluation systems has never been more critical. By updating your evaluation templates and metrics, using technology to streamline your processes and gather feedback, and deliberately addressing the unique challenges of remote work head-on, you can make sure that your evaluations are both fair and effective.
At Express Evaluations, we provide the tools and strategies you need to manage remote teams with confidence. Our performance evaluation software helps you track employee progress, gather meaningful feedback, and build a culture of continuous growth.
If you’re looking for a comprehensive solution to streamline your employee evaluations, get in touch with us today to learn more about Express Evaluations can help you build a more engaged, productive, and successful remote workforce.
References
Gallup. (2023). State of the American Workplace: Remote Work Statistics. Gallup.com.
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