Working remotely is tough. It takes a lot of self-discipline and motivation, not to mention a whole lot of time management which is a skill many of us can improve on. With the current situation still looming large as well, this prolonged isolation is having a profound effect on our mental health and work performance.
If you have employees who are underperforming while working remotely, take some time to evaluate why, approach them in the right way, and help them to make the necessary changes to improve. Here are 10 ways in which you can do that:
1. Look at the things you’re doing (or not doing first)
Check that you’ve set clear briefs and expectations and that they’ve received all the necessary training.
2. Communicate more or more effectively with employees working remotely
Remote employees need more communication, so check in more often and use video technology where possible.
3. Monitor low performance and have examples in mind to discuss
Before approaching your employee, monitor their performance and gather examples and evidence to work from.
4. Be specific when you approach them
Don’t be vague! Cover specific examples of underperformance and give constructive criticism.
5. Deal with underperformance from employees working remotely as soon as possible
Show your employee and your team that there is zero tolerance for underperformance by addressing the issue immediately.
6. Consider individual needs at this time
Check-in with your employee to see what is causing them to underperform. It may be external factors such as their personal life that they may need support with.
7. Provide more support or training for employees to learn how to work remotely
Employees may not be confident with new apps or software while working remotely so provide online tutorials.
8. Understand individual motivations
Get to know your employee’s why (e.g. their long-term goal) so that you can better support them.
9. Create their performance goals together
By doing this together, you’re encouraging them to ‘buy-in’ to their own goals rather than you dictating what they should be.
10. Recognise and reward any progress
Celebrate and reward progress, it will make your employees feel valued and encourage high performance.