How do you manage and monitor the performance and productivity of remote workers?

The art of remote performance management, or as I like to call it, "leading from afar without accidentally becoming Big Brother." Trust and transparency should be your guiding stars. Set clear expectations, then hand over the wheel to their innovation. It's less 'Big Brother' and more 'Supportive Sibling'! Weekly check-ins? Treat them like your favourite coffee shop - a place for updates and uplifting banter. Remember, it's about creating a sense of community, not just chasing deadlines. Less '1984' and more '2023'! ?? Upvote if you find this valuable and Follow Me for more insights on Hiring. Daryl Daley - Helping companies identify, attract and hire talent.

1. Have daily 5-15 min catch ups with the team, early in the morning, discuss progress for the previous day and action plan for the rest of the day 2. Use collaboration tools like slack for correspondence 3. Have both major and minor milestones and track them regularly 4. If possible attempt physical meet-ups on special occasions

Expectations drive performance only if they are COMPLETE. This implies three components: 1. What: This is obvious. They are the objectives outlined in the job description and further detailed in annual or semestral goals. 2. How: The expected approach for team members to analyze, solve, present, and align when facing challenges. This includes consideration of cultural aspects. 3. When: Defined timelines for completing tasks and achieving goals, especially critical for remote-first roles.

Provide detailed job descriptions that outline each team member’s responsibilities. Set Specific, Measurable, Achievable, Relevant, and Time-bound goals for each project or task. Specify which tools and platforms will be used for communication (e.g., Slack, Zoom, email) and document sharing (e.g., Google Drive, Dropbox).Define measurable KPIs relevant to each role. This could include metrics like project completion rates, quality of work, or client feedback. Develop a comprehensive onboarding process to help new remote workers acclimate to their roles and the company culture. Foster an environment where team members feel comfortable providing feedback on their roles, workloads, and any challenges they face.

Set Clear Expectations: Clearly communicate goals and deadlines. Use Collaboration Tools: Employ project management tools for transparency. Establish KPIs: Define measurable performance indicators. Regular Check-Ins: Schedule one-on-one meetings for progress updates. Encourage Communication: Foster open communication channels. Provide Feedback: Offer regular feedback and recognition. Flexibility: Allow flexible scheduling when possible. Invest in Development: Support remote workers' professional growth. Use Time-Tracking Wisely: Focus on outcomes rather than minute details. Build Trust: Trust remote employees and avoid micromanaging. Surveys for Feedback: Conduct regular surveys to understand challenges.

There are so many metrics to track and measure the activity and performance of remote workers. This ranges from roles to roles. You can equally customize your CRM tool to address those metrics and records of the objectives and expectations can be assess, monitored and evaluated periodically.

Even more important than knowing what tools to use is knowing what tools NOT to use. The rule is simple: -Select the metrics that are absolutely essential for your success. FORGET the rest. -Then, find the simplest way possible to track them.

A visual tool that uses boards and cards to manage tasks and projects, making it easy to track progress and deadlines. Offers comprehensive task management features, including project timelines, task assignments, and progress tracking. A simple time-tracking tool that helps employees log hours worked on different tasks, providing insights into productivity. Tracks time spent on applications and websites, providing insights into productivity patterns and areas for improvement. A messaging platform that enables real-time communication, file sharing, and integration with other tools, fostering collaboration among remote teams.

While working with Remote Team it’s really important to be collaborative and communicate explanations. There are a lot of tools available in the market but choosing the right tool is also an important task to do. We have built our own TMS (Tigi Management System) as per our needs. So we have set min. KPI criteria and we are observing and managing the same through TMS only.

Choose easy-to-use tools for managing remote work. Train your team to use them well, ensuring they have the support needed to stay productive.

Schedule regular one-on-ones to discuss progress, challenges, and feedback. This fosters a personal connection and allows for open dialogue. Establish guidelines for communication (e.g., response times, preferred channels for different topics) to create clarity and manage expectations. Encourage team members to provide feedback on processes and communication styles. Use tools like Trello, Asana, or Monday.com to keep everyone aligned on tasks and deadlines without needing constant oversight. Organize informal catch-ups where team members can chat about non-work topics, helping to build relationships.

We implemented quarterly checkins for our remote team which allows us to foster an environment of transparency, communication, and trust. I think that teams can lose connection over time so it’s important to instill a cadence where your team can connect one on one or in group settings to foster collaboration and your company culture. If you are using the right tools then you won’t need to check-in as often because your team knows the expectations, can see them, and you can easily review them to provide immediate feedback.

Regularly is a vague concept. It's up to you to define it. There are TWO key variables to consider when defining the frequency: -Enough spacing to see a significant sample of data: If you track things every minute, you won't be able to draw any meaningful conclusions. -Frequent enough to make quick changes and corrections before the whole process finishes.

-Check in regularly to stay connected and stay updated -Use different communication channels like email, video, and chat. -Encourage team interaction and sharing of ideas. -Balance guidance with autonomy to avoid micromanagement. -Provide regular feedback to support continuous improvement.

Stay connected with remote workers by checking in regularly but not too often. Use various communication methods and encourage team interaction, idea-sharing, and support.

Establish regular check-ins (weekly or bi-weekly) for performance feedback. This keeps the lines of communication open and ensures ongoing dialogue. Encourage team members to provide feedback to one another. This creates a culture of collaboration and shared responsibility for growth. Use tools like 15Five or Lattice that facilitate ongoing feedback and check-ins, making it easier to share insights and recognize efforts in real time. Highlight individual and team successes during meetings or through company-wide communications. This helps reinforce a culture of appreciation. Create an environment where giving and receiving feedback is normalized. Emphasize that feedback is a tool for growth, not criticism.

It can be easy to focus only on constructive feedback when reviewing things remotely. Remember to take the time and include positive feedback too. This is especially important when reviewing documents, graphics, writing, etc. If you feel you aren’t getting enough positive feedback yourself, consider asking your team and/or manager to share 3 things you did well that week via a google form.

Feedback is USELESS unless it combines two attributes: -Practical: It utilizes real examples from the past. This approach is proven to be the only way humans truly internalize concepts. -Positive: It focuses on potential improvements rather than dwelling on problems or errors. Complaints won′t help anyone improve.

Give remote workers timely, specific feedback to help them improve and feel appreciated. Recognize their efforts, celebrate successes, and listen to their suggestions and concerns.

Feedback should be timely, constructive, and balanced with recognition. Negative feedback is necessary for growth, but it should always be paired with recognition of what’s going well. Example: Use a ‘praise sandwich’ technique —start with positive feedback, address areas of improvement, and end with a positive note. This not only softens the impact of criticism but also reinforces what the employee is doing right.

5 ways to create a psychologically safe remote workplace: 1. Hire the right people with skills-based hiring Use a data-backed, bias-free hiring method like skills-based hiring to find the right fit for your organization. 2. Set values that support psychological safety When team members align on shared ideals, they’re more likely to work toward creating a safer, more inclusive workplace. 3. Lead by example Leaders must walk the talk. 4. Create employee resource groups Employee resource groups (ERG) are voluntary, internal communities of workers with shared identities, interests, and experiences. 5. Be mindful of what and how you communicate A remote environment with constant miscommunications erodes trust.

Agreed with Linica below - encourage remote work champions to foster the best work culture for your team. Not everyone is fit to lead, so empower the leaders to lead by example.

Culture is actions. So what you DO counts. And you need to do three things: -ENABLE remote workers to perform the same as in-office ones. -DEMAND the same results for the same role, regardless of the person's location. -RECOGNIZE top remote workers and top remote cultural behaviors, such as those who organize virtual after-office events.

Identify the individuals who can serve as role models for effective remote work practices and offer guidance to their peers. Encourage these champions to share their experiences, best practices, and tips regularly to inspire and educate others. Pair this with informal virtual meetings to just open up, socialize, and bring the team closer.

Creating a strong remote work culture is more challenging than in a physical office, but it’s not impossible. The key is to be intentional about it. This means creating opportunities for casual interaction, celebrating milestones, and ensuring that everyone feels included. -> Host virtual coffee breaks and game sessions once a week. -> Celebrate birthdays, work anniversaries, and project completions with virtual parties. These small gestures go a long way in building a sense of community.

I had some concerns prior to the wide spread implementation of remote working around splitting the business up into different offices and locations. We could not be one "family" as a result. We soon learned that if we fostered a culture around "coming home" to be together on a frequency that worked, we could re-connect and also create new connections. Seems obvious but easy to just carry on assuming all is ok and sometimes people need encouragement to attend and it's a "I am really glad I did come" moment for them.

1. Trust and confidence on the employee plays a crucial role. If you have trusted that employee with a role, it is you who needs to believe first that he/she can get the work done. 2. Be the manager, you always wanted when you started your job. Being supportive towards your remote employee not only increases their morale but also helps in ensuring a positive mindset. 3. If any work requires monitoring, have the right kind of tools to track the work progress. 4. Catch up once in a while at a coffee shop or co-working space to ensure that you are still bonded and invested towards the employee's work. 5. Daily zoom/teams calls to discuss the day's agenda also can be helpful in the long run.