As the world grows at an exponential rate, our on-demand society is shifting towards instant gratification. We want our online purchases delivered the same day and our food delivered while it’s piping hot. The internet has birthed the gig economy and we can connect, inform, engage and employ people around the world, with varied skill sets.
According to a report by Gallup, 43 percent of people stated that they spend some time working remotely, in the United States.
Remote workers find balance in their lives by telecommuting, they’re able to work from their home and report lower stress levels and higher rates of productivity.
For companies implementing an agile organizational structure, the benefits of seeking talent in a global pool of workers span from minimizing overheads to an increase in employee happiness. But, how do you stay on top of a team that’s located around the world?
We’ve put together 3 strategies to review your remote teams to help increase their performance and keep your company at the top of its game.
As a leader, it’s your job to define clear goals and objectives from the get-go. That ensures that your team will all be reading from the same page.
It’s not unusual for management to set daily expectations, targets and quotas. A little bit of organized project management can go a very long way, in terms of maintaining an efficient team.
Remote workers can be easily distracted if they’re working from home, so it’s important to have a specific daily, weekly or even monthly goal. That will ensure that the remote team knows exactly which direction they’re paddling in.
A simple spreadsheet or more intricate collaboration tools such as Wrike or Trello can help to stop your employees slacking and mitigate poor productivity. Measure performance through specific milestones; reviewing each accomplished goal on deliverables, as opposed to inputted hours.
Investing in the right tools to help your team to reach the right goals is like investing in the team itself. Reviewing goals and productivity through collaboration and project management teams leads to improved workflow.
Better out Than In
Companies measure productivity in numerous ways. Ranging from hours worked to ROI.
In an in-house environment, employees often feel like their manager is towering behind them, cracking the whip to put in the hours and constantly produce high-quality work. This often leads to employees burning out, losing job satisfaction and becoming completely devoid of morale.
According to Matt Mullenweg, CEO of Automaticc, progressive companies need to focus on employees’ output, as opposed to their input. It doesn’t matter how many hours or when they put the hours in, providing their deliverables are on-point.
In a study by Bentley University, they found that Millennials have a strong belief that output and quality of work performed will always trump the number of hours that are worked, during a day. The same study found that 77 percent of Millennials found workplace flexibility to be more productive.
The formula for improving a remote team for better performance is to measure output as a metric and completely disregard hours how many hours were spent to evaluate productivity.
Evaluate Then Escalate
Remote workers are often assigned tasks and then expected to complete the tasks with little to no feedback, after handing over their deliverable.
Whether you think the finished work is great or lacking in several areas, as a leader, it’s important to give your remote workers regular feedback and appraise their performance. Your employees won’t know the difference between the good or bad if they’re not regularly scored and coerced to improve in areas that they’re lacking.
Feedback processes can easily be implemented through collaboration or project management tools; it can be as small as a comment on a piece of work or organizing regular weekly reviews with your employees.
When praising your employees, make it very specific and personal. Remind your remote worker that they’re an individual person and that you see them as an asset. Nurturing employees shows that you’re willing to invest in their success and their future in the company.
A performance review of an employee is more than just crunching the numbers. You need to dig deeper into the mind of your remote worker and answer these points:
- How does the remote worker split their day up?
- Do they work continuously or in bursts?
- What are the challenges that they face when working remotely?
- What are the solutions to their pain points?
- What processes do they need you to improve? So they can communicate effectively and be more productive.
- Reviewing your remote team for better performance involves developing a clear cut project management system. Furthermore, it’s about discovering who your employees are and how they work, as opposed to how many hours they work.
Whether you’re holding annual performance reviews or weekly appraisals. It’s important to make uncomfortable conversations a foundation for communication. Gaining better performance from your team involves building a rapport of trust, conveying gratitude and knowing how to mitigate risk by measuring the right metrics.