During a performance review, there should be NO surprises! This is a time to RECAP all the feedback and accomplishments they have made over the year. If the first time I recognize my remote employee is during a performance review, I have done them a disservice. Feedback should be continuous to acknowledge not only the significant wins but, more importantly, the small wins and contributions each day/week. Some other fun things you can do, but it takes effort by the manager: 1. Recognition of specific actions or successes rather than "Good Job" 2. Personalized written cards that go through the mail 3. Team awards that are passed around virtually (think Teams backgrounds) that highlight specific actions you want to encourage.

If you're leaving recognition till performance review time, you're doing it wrong. Especially in the context of remote teams, it's the little things that matter. A thank you here, a check-in there. A mention in a team meeting. An email from a skip-level leader. All of these small things can build up a culture of recognition without it seeming contrived. In a nutshell, just be a nice person.

To make remote performance reviews impactful: -Recognize specific wins to show genuine appreciation and awareness of their unique contributions. -Foster open dialogue by inviting feedback and actively listening to understand their experience and challenges. -Create growth clarity with personalized, actionable steps for their development. How do you approach meaningful performance reviews for remote team members?

Recognition looks differently for each employee. I would start by asking them how they like to be recognized, ie. email blast, live in a team meeting, in your next 1:1. Next ask the form of recognition they prefer - cash bonus, tangible gift, additional face time with leadership &/or leading a key project. I have managed many people in my career at Google and I was surprised that a recent employee was never asked these questions. Be curious and open to truly understand how employees are feeling. Recognition and performance feedback should be given often. By the time of the performance review, the individual should already know their growth and development opportunities. The review is a tool to solidify working on these areas together.