Managing a remote team can be challenging, especially when you notice that their productivity is dropping. How can you help them stay motivated, focused, and aligned with your goals? Here are some tips to improve your performance management skills and boost your team's performance.
The first step is to understand why your team is struggling. Is it because of technical issues, communication problems, lack of clarity, or personal factors? You can use surveys, feedback sessions, or performance reviews to gather information and identify the root causes. Be empathetic and supportive, and avoid blaming or criticizing your team members.
Be brutally honest in the assessment. Drop in performance can be function of lack of required infrastrucure at home, lack of effective coaching and feedback, decline in motivation. Understanding each of the parameters and addressing them within timely manner is the key. To begin with assessment can done on simple spreadsheet highlighting the parameters on scale of low, medium and high impact. Assigning specific actions with defined owners and timelines will help improve performance. During the assessment factors which are classified as uncontrollable provide you an opportunity to build scalable mechanisms.
A decline in performance doesn't happen at a point in time but over a period. It is important to closely monitor the performance trends. Now that we all are working in a hybrid environment, it is important to monitor these trends by slicing the data into the location attributes. The data will help us understand if it's a broader issue across the organization or in pockets. Accordingly we can identify ways to address it. Being aware of the challenges of a remote team is the first step towards solving for under performance. Discuss about the extrinsic and intrinsic factors that may impact performance. I have found focus groups as a great tool to assess the underlying factors.
The "struggling to stay productive" issue is normally not a sudden thing but something that happens over a period of time. The regular team check-ins (we have 2/week, short punchy check-ins to hear from each team members where they at, what they grappling with and any "call outs" from their side that the broader team could assist and support with are useful. In addition, regualr 1:1s are super useful to pick up any individual issues needing attention. In addition, focus on key metrics (your dashboard) and slice n dice those metrics to deep dive into trends or 'hot spots'. This then allows the team and leaders to be more laser focused on where to focus. Keep meticulous minutes and ensure follow up.... and throw in some fun along the way!
Acompanhar performance de quem está trabalhando remotamente demanda proximidade constante, entender o contexto de vida do colaborador, ele afeta a performance no trabalho tanto quanto quest?es do ambiente profissional. Ter este apoio no líder alimenta a motiva??o e o espírito de equipe.
It may be helpful to firstly establish the timeframe of underperforming. Consider whether there are new variables at play that are affecting performance. Communicating with your team is key but beforehand your team will appreciate if you have considered all factors first. Think about any organisational factors that could be contributing to the situation but also be open to hearing honest team feedback. If you know of specific obstacles, like tech issues or under-resourcing, it’s important you address these and potentially come to the table with a solution. Offer a range of feedback options for your team, some people will feel more comfortable discussing difficulties in a team, or one on one, in writing, verbally or even anonymously.
One of the most common reasons for low productivity is unclear expectations. Your team needs to know what you expect from them, how you measure their performance, and how they can improve. You can use SMART (specific, measurable, achievable, relevant, and time-bound) goals, OKRs (objectives and key results), or KPIs (key performance indicators) to define and communicate your expectations. You can also use performance management apps to track and visualize your team's progress and achievements.
1)Managers must provide psychological safety. 2) Clear expectations 3) Realistic timelines 4) Comfort to share ideas 5) Open for diverse views 6) Respect time zones 7) Create ways to have other than work conversations 8) Empathy
This is a combination of effective communication, collaboration tools, and a supportive work environment. To set clear expectations you need to Foster open and transparent communication channels. Schedule regular team meetings to discuss goals, progress, and challenges. Utilize video conferencing to enhance connection and understanding. Define clear goals and expectations for each team member. Establish realistic deadlines and priorities for tasks. Provide the Right Tools: Ensure your team has access to the necessary technology and collaboration tools. Invest in project management and communication tools to streamline workflow
By Using:- 1.SMART (specific, measurable, achievable, relevant, and time-bound) goals 2.OKRs (objectives and key results) 3.KPIs (key performance indicators) We can also use performance management apps to track and visualize our team's progress and achievements.
Consider scheduling regular virtual check-ins to address concerns, provide support, and ensure everyone is aligned on goals. Encourage open communication and explore tools to streamline collaboration. Additionally, recognizing and acknowledging team achievements can boost morale and motivation. Regularly gather feedback to address challenges and refine your approach.
The performance goals should be agnostic of the location. The goals must be aligned to the job and the business objectives and not the location. Remote employees must have similar KPIs as onsite or hybrid workforce. They must have SMART goals which defines what success looks like in their role. Autonomy is key to help employees feel empowered. Micro managing remote employees creates more friction and leads to mistrust within the team. Once the goals are defined and the check-in points are identified, it is important to allow the employee work autonomously. The leadership must continue to provide the tools and resources.
Feedback is essential for remote teams, as it helps them to stay on track, learn from their mistakes, and celebrate their successes. You should provide both positive and constructive feedback, and make it timely, specific, and actionable. You can use various channels, such as email, chat, video call, or performance management app, to deliver your feedback. You should also encourage your team to give feedback to each other and to you, and create a culture of trust and transparency.
Developing a friendly and open environment is key to increasing a remote team's efficiency. Frequent feedback is the foundation. Plan regular check-ins to learn about personal struggles, provide support, and acknowledge accomplishments. Maintain open lines of communication to make sure all team members are understood and appreciated. By putting this feedback loop into practice, present obstacles are addressed and the groundwork for a robust and productive remote team is laid. Thus, recognize the value of consistent feedback as the fuel that keeps the productivity engine chugging along.
Regular Check-Ins is the way to go forward. Conduct regular one-on-one check-ins with team members to discuss progress and concerns. Use feedback sessions to continuously improve team dynamics. Build a culture of constructive feedback.
Feedback is very important to not leave the employees clueless in their role. Lack of feedback leads to an unproductive rut. Employees get confused- "Is what I'm doing even valuable? Is it contributing meaningfully towards the organization growth" Clarify: 1. How their tasks add to the growth of the organization? 2. How can they improve? 3. What's the scope of growth in their role?
Fornecer feedback aos colaboradores em home office é uma prática essencial para manter a eficácia, promover o desenvolvimento profissional e fortalecer a cultura organizacional, mesmo em ambientes de trabalho remotos.
Your team may need additional support and resources to overcome their challenges and improve their productivity. You can offer coaching, mentoring, training, or professional development opportunities to help them develop their skills and confidence. You can also provide them with the tools, equipment, or software they need to work effectively and efficiently. You should also check in with your team regularly, and show that you care about their well-being and satisfaction.
Remote employees may require additional support in the form of tools and resources which are readily available for onsite employees. Simple things like a good internet connection could be the starting point. Few other resources to consider are: 1. They may need additional check-ins as you can involve them in hall way conversations or other onsite meetings 2. Well defined job aids and process documents as they may not have access to peers immediately 3. Network of onsite and remote employees which allows them to stay connected 4. Home office set-up support with ergonomic equipment 5. Being intentional in asking for their opinions and comments during meetings 6. Being intentional on including them in team activities
We use our own team bonding, employee recognition, and productivity tools to ensure that these challenges are tackled well. Additionally, we focus on complete training of employees through our Learning and development budget and dedicated learning hours. We've gotten tech talent from other organizations to mentor our current employees, including some of our former employees as a part-time role. Next step, offer flexibility- it's fine, you're a human and you possibly will not be productive everyday. We cannot and shouldn't question against this - we offer flexible working hours and Personal Time Offs so that you can work on your own, productive time
Provide the Right Tools: Ensure your team has access to the necessary technology and collaboration tools. Invest in project management and communication tools to streamline workflows. Encourage Regular Breaks: Organize virtual team-building activities to strengthen connections. Foster a sense of camaraderie through informal virtual gatherings. Provide Support and Training: Offer support for technical issues and provide training on tools and processes. Address any concerns or challenges team members may be facing.
Sometimes the issue with staying on track is simple: too many distractions. For hybrid (and remote) teams, the distractions re unending. You could reply to that email or you could go and empty your dishwasher. regardless of what is distracting you, the key to staying on track is focus and sometime you need guardrails to make that happen. Time blocking can help. Shared zoom rooms can help. End of day summaries/updates. Work to identify the best method to help your team focus and start a two - four week challenge to test is out. If you like the results, consider making it standard practice! If you find the team is still struggling, try another method ;)
In the era of a Hybrid or Virtual workspace, the noticeable decline in productivity underscores the significance of proactive preparation for a business model many didn't anticipate. Key to addressing this challenge is the establishment of regular virtual check-ins, fostering open communication channels, and consistently creating a sense of connection. Moreover we should equip the team with essential tools and resources, coupled with the potential for flexible work arrangements, can / will significantly enhance productivity and foster a balanced work environment.
Another way to boost your team's productivity is to recognize and reward their performance. You can use praise, appreciation, recognition, or incentives to acknowledge their efforts and achievements. You can also use gamification, badges, or points to make performance management fun and engaging. You should also celebrate your team's milestones, successes, and learnings, and share them with the rest of the organization.
Working with a troubled virtual te-am requires an understanding he-art and smart fixes. Start by recognizing each pe-rson's situation and offer flexible work sche-dules when you can. Set up fre-quent team catch-ups that focus on both job duties and pe-rsonal issues, creating a caring environme-nt. Use simple chat tools to avoid confusion and improve te-amwork. Provide learning courses to e-nhance team skill sets, e-nabling them to tackle new challe-nges. Lastly, acknowledge victorie-s and triumphs to lift spirits and cement a sense- of accomplishment in the virtual team.
While recognition and rewards are important, it's equally vital to create a supportive and psychologically safe work environment. This involves fostering a culture where team members feel comfortable taking risks, making mistakes, and expressing their ideas without fear of criticism or negative consequences. In such an environment, employees are more likely to be innovative, collaborative, and proactive, contributing significantly to productivity. This approach goes beyond external motivators like rewards and focuses on cultivating intrinsic motivation and a sense of belonging, leading to sustainable performance improvement and employee well-being.
Finally, you should review and improve your performance management process and practices. You can use data, feedback, or analytics to evaluate your team's performance, identify gaps, and set new goals. You can also ask your team for their input and suggestions on how to improve your performance management system and app. You should also keep learning and adapting to the changing needs and expectations of your team and your organization.
Periodic 1v1s with employees, performance monitoring can help. Identify what troubles your employees are facing. Encourage open feedback from them- we use Suggestion Box for Anonymous feedback sharing from employees. No hesitation to speak your mind!
So many of these best practices break down in practice. Why? First, managers need to juggle their own individual contributor tasks and managing up. Second, feedback is rarely comprehensive of all perspectives at work - contributing to employees becoming cynical or defensive to constructive feedback. Last but not least, managers are rarely skilled at delivering the feedback in a way that's direct enough to make the desired impact.
Regular Performance Reviews: Conduct regular performance reviews to provide constructive feedback and set new goals. Use performance reviews as an opportunity to discuss career development and growth. Create a Virtual Water Cooler: Establish a virtual space or chat channel for informal conversations and social interactions. Encourage team members to share non-work-related updates and connect on a personal level. Continuous Improvement: Solicit feedback from your team regularly and use it to make continuous improvements. Be open to adjusting strategies based on the evolving needs and dynamics of the team.
So Periodically Progress Monitoring along with Constructive Feedback system will work in positive direction of Improvement. In addition Right set of coaching will also play a crucial role