How do you manage remote work performance?

Hold scheduled progress meetings by videoconferencing or phone. Generate a framework for the meeting agenda; share with your team. Remember to discuss progress as well as barriers to achieving the goals of quality and delivery time.

Clear goal setting and review is a must when not regularly face to face to check in with employees. It sets boundaries but also allows transparency for staff to see where they are at in reaching the teams goals

Running a contact centre which is enabled to wfh too. A rigid split shift pattern of wfh days and in office days ensures no cliques form within the single team. Also doesnt loose the benefits of being alltogether learning, team building quality control etc. Have strong KPIs and SLAs that are monitored often ensures colleagues are delivering on performance. Finally we use microsoft Teams as a communication platform which means that home or office we have instant contact as a group or individually.

The use of team collaboration software has strengthened my team and allows them to have those corridor conversations they miss from not being in a brick and mortar setting.

Establishing an open-door policy as a leader with remote staff can be a challenge. I have found that engaging the team every morning (or at the beginning of their shift) even with a simple good morning-reminds the team I am there for them and have an "open-door".

I would say the most difficult task is to moderate how much contact is made. Too many emails and calls is as detrimental as too few. I do agree a simple good morning or how are you goes a long way to reminding the remote worker they have access to help from supervisors. In my specific case I found a short end of day summary of a paragraph helped order our thoughts and provide a guide to staying on task and in step.

Development to Perform - through working closely with field and remote teams to understand their role and expectation; develop performance and development plans; and walk them through quarterly reviews on their development and performance in relation to their expected role and responsibilities. All development and performance goals are clearly articulated to enable constant review and feedback vertically and horizontally,

Virtual Coffee breaks where people can check in and chat with others preferably video if thats a thing. We have to provide an informal moment in the day where people can discuss issues and share solutions informally. Email etc does not connect people and people need connection. Not sure how this can work I am not an office based or remote worker but human interaction and the human element always, in my opinion, has untold benefits for letting off steam and that validation element that allows us to know that we are not the only person feeling the stress. The less person to person contact we have the less motivated and isolated we become.

To effectively manage remote work performance, you should also use performance management tools and metrics that can help you measure and evaluate your remote workers' output and outcomes. You should choose tools and metrics that are relevant, reliable, and transparent, and that can capture both quantitative and qualitative data. For example, you can use project management software, time tracking apps, customer satisfaction surveys, or peer reviews to assess your remote workers' performance. You should also share the results and insights with your remote workers and use them to identify strengths, weaknesses, opportunities, and areas for improvement.

Too much quantitative analysis that continually tracks people is I understand great for a manager but workers can feel as if they are not trusted and it takes focus away from performance rather than enhances individual work output. We learn in buisness the management of time is crucial for us to be able to evaluate progress. A light touch produces more even if we have less data it's not the data that counts but the outcome. Set outcomes and expectations trust people to perform out out of a sense of pride and belonging not because numbers may be used as a tool to punish them. managing people is more about nurturing performance not measuring it in bits and bites. It's about trusting people if you trust, people will be motivated to perform.

As a former leader and now a remote worker I realize that working remotely, doesn't lend itself to immediate feedback or validation. When a remote employee interacts with leadership or a co-worker through email and or a video platform it is important to recognize the efforts the employee makes. Respond timely to emails even if just to say thank you. People like to have their work acknowledged and validated. Leaders need to remind themselves, that even though they are busy, common courtesy goes along way. The extra effort is worth it and appreciated.

In my experience, this is crucial to engaging remote workers. Sometimes leaders to "forget" to recognize their remote employees, however if something went wrong, they are held accountable. For remote employees this can create a culture that they only hear from their leaders when they are in trouble. This s one of the fastest ways to lose your brilliant team members. Engage your teams where they are at- ensure you know how they like to be recognized and celebrate their efforts no matter where they are!

Providing professional development is seen as investing in employees and is a win/win for everyone. Staff feel supported and they gain skills that will assist their role and ultimately the team

Giving the opportunity to learn fosters appreciation. You demonstrate your commitment to fostering their success and progress. You pay people twice and gain competence, loyalty and motivation beyond financial compensation.