How to Do Performance Reviews Remotely

Performance reviews are crucial for any job, whether in the construction industry, engineering, or accounting and finance. Reviews help your employees learn which areas they need to improve in. These also help motivate them for work done well.

Traditionally, companies conduct performance reviews in-person, but this is not always possible. Learn how to do performance reviews remotely.

 

Use Video Calls in Remote Performance Reviews

 

The first question regarding how to do performance reviews remotely is what medium to use. The conventional method is to complete the reviews face-to-face. Since this is not possible with a remote setup, opt for the next best thing: video calls.

Choosing video calls over phone calls allows for a more personal connection. It lets you and your employee read each other’s body language to understand better what the other is saying. Video calls also let you screen-share. This medium allows you to share examples of areas to work on and areas in which your employee is doing well.

If video calls are not an option for some reason, then conduct phone reviews. The tone is hard to convey in writing, and you do not want your employees to misinterpret what you want to say.

 

Increase the Frequency of Remote Performance Reviews

 

Savvy companies increase the frequency of their performance reviews for those working remotely or on a semi-remote basis. With the reduction in communication and changes to the typical workplace, it is harder to stay on track than before. More frequent reviews help ensure that there is always a line of communication. If you previously conducted annual reviews, consider having them every six months or quarterly.

 

Reconsider the Rating System for Your Performance Reviews

 

Take some time to consider how you review your workers’ performance. Most companies have used the same rating system for years. If this is the case, think about whether it still works in the current situation. Be open to changing the rating system completely.

Use remote performance reviews as an example to give overall advice and encouragement. Do not focus overly much on scores. Those scores are frequently arbitrary, and that is, even more, the case if some of the work is remote.

 

Be Compassionate During Performance Reviews

 

Remote performance reviews, especially in unprecedented times, require additional compassion. Employers should always have some level of understanding, but this is even more important at the moment. Your team has unusual stress and uncertainty.

Pay attention to the work that your team delivers in addition to the challenges they must cope with to deliver it. In the case of those working from home, consider whether they have the ideal equipment on hand or have to make do. Consider other distractions in their lives at home. Remember, this does not have to be all-or-nothing. Strike a balance between compassion and expectations.

 

Especially with Poor Performers

 

While compassion in a remote performance review is always essential, this is particularly true for those who perform poorly. Instead of bringing struggling employees down, discover what causes their challenges. If possible, work with them to develop solutions to overcome those challenges. Consider giving poor performers an extra grace period, especially if their role is challenging to complete remotely.

With some compassion and minor changes, you can quickly adapt your performance reviews to complete them remotely without sacrificing value.

 

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