How can you give feedback to remote employees with attendance issues?

1 Establish clear expectations

Before you give feedback, make sure you have communicated the expectations for attendance and availability to your remote employees. This includes the hours they need to work, the tools they need to use, the meetings they need to attend, and the goals they need to achieve. You can use a written agreement, a performance plan, or a regular check-in to clarify these expectations and track their progress.

2 Choose the right time and mode

Timing and mode of feedback are crucial for remote employees. You want to avoid giving feedback when they are stressed, distracted, or overwhelmed. You also want to choose a mode that allows you to convey your message clearly and empathetically. For example, you can use a video call, a phone call, or an instant message, depending on the urgency and severity of the issue. Avoid using email, as it can be easily misinterpreted or ignored.

3 Be specific and objective

When you give feedback, focus on the facts and behaviors, not the personality or intentions of the employee. For example, instead of saying "You are always late for the meetings", say "You missed three out of five meetings this week". Use specific examples and data to support your feedback and show the impact of their attendance issues on the team and the project.

4 Listen and empathize

Feedback is a two-way conversation, not a one-way lecture. You need to listen to your remote employee's perspective and understand the reasons behind their attendance issues. Maybe they are facing personal challenges, technical difficulties, or unclear instructions. Maybe they have different time zones, work styles, or preferences. Show empathy and compassion, and acknowledge their feelings and concerns.

5 Collaborate and follow up

Feedback is not effective unless it leads to action and improvement. You need to collaborate with your remote employee to find solutions and set realistic and measurable goals. You can also offer support, guidance, and resources to help them overcome their challenges and achieve their potential. Finally, you need to follow up regularly and monitor their progress. Celebrate their successes, address their setbacks, and provide ongoing feedback.

6 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?