What are the best ways to manage performance in a remote start-up?

2 Use OKRs and KPIs

Another useful tool for managing performance in a remote start-up is using OKRs and KPIs. OKRs stand for Objectives and Key Results, and they are a way of setting ambitious and aspirational goals that align with your mission and vision. KPIs stand for Key Performance Indicators, and they are a way of measuring your performance against specific metrics that reflect your priorities and outcomes. By using OKRs and KPIs, you can align your team around a common purpose, monitor your performance, and celebrate your achievements.

3 Hold regular check-ins

Communication is vital for managing performance in a remote start-up, especially when you don't have the opportunity to interact face-to-face. That's why you should hold regular check-ins with your team and your manager, either individually or in groups. Check-ins are a way of providing feedback, coaching, and support to your employees, as well as receiving feedback, guidance, and recognition from your manager. They also help you stay on track with your objectives, address any issues or challenges, and celebrate your successes.

4 Create a feedback culture

Feedback is essential for managing performance in a remote start-up, as it helps you and your team learn, grow, and improve. However, feedback can be difficult to give and receive, especially in a virtual environment. That's why you should create a feedback culture in your start-up, where feedback is frequent, constructive, and respectful. You can use various methods to give and receive feedback, such as surveys, peer reviews, 360-degree feedback, or one-on-one conversations. You should also encourage your team to share their feedback openly and honestly, and to act on the feedback they receive.

5 Recognize and reward performance

Recognition and reward are important for managing performance in a remote start-up, as they help you motivate and retain your talent. Recognition and reward can take many forms, such as praise, appreciation, bonuses, incentives, or career opportunities. You should recognize and reward your team for their achievements, contributions, and behaviors that align with your values and goals. You should also make your recognition and reward visible and meaningful, by sharing them with the rest of the team, personalizing them to the individual, and linking them to the impact they have.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?