{"id":45143,"date":"2020-11-14T00:56:20","date_gmt":"2020-11-14T00:56:20","guid":{"rendered":"\/us\/en\/blog\/?p=45143"},"modified":"2025-03-13T06:02:16","modified_gmt":"2025-03-13T13:02:16","slug":"how-to-give-performance-reviews-to-remote-workers","status":"publish","type":"post","link":"\/us\/en\/blog\/how-to-give-performance-reviews-to-remote-workers\/","title":{"rendered":"How to give performance reviews to remote workers"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">2020 has been anything but business as usual. But though the COVID-19 pandemic has forced companies to change lots about how they operate, some things remain constant\u2014with year-end approaching, annual performance reviews are among the latter.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Annual employee reviews are a corporate rite of passage, albeit a controversial one. Two years ago, Inc.com pronounced them \u201c<\/span><a href=\"https:\/\/www.inc.com\/thomas-koulopoulos\/performance-reviews-are-dead-heres-what-you-should-do-instead.html\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">dead \u2026 a relic of the industrial age<\/span><\/a><span style=\"font-weight: 400;\">.\u201d <\/span><\/p>\n<p><span style=\"font-weight: 400;\">R<\/span><span style=\"font-weight: 400;\">esearch by the Society of Human Resources Management found that <\/span><a href=\"https:\/\/www.ft.com\/content\/f579e8c8-0f8e-11ea-a7e6-62bf4f9e548a\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">95% of employees are dissatisfied with their company\u2019s review process<\/span><\/a><span style=\"font-weight: 400;\">, and data from Gallup cited similar levels of <\/span><a href=\"https:\/\/www.gallup.com\/workplace\/321674\/quick-tips-help-managers-salvage-annual-reviews.aspx?utm_source=workplace_newsletter&amp;utm_medium=email&amp;utm_campaign=workplace_newsletter_email_2_nov_11102020&amp;utm_content=salvage_cta_3&amp;elqTrackId=ddf264f62f13442bb9fe722a4c907627&amp;elq=d3b427e4b4aa4c04b5e95a92e2c38015&amp;elqaid=5433&amp;elqat=1&amp;elqCampaignId=1131\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">unhappiness with reviews<\/span><\/a><span style=\"font-weight: 400;\"> among managers.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Perhaps the most damning indicator of all: a survey by Adobe found that 57% of employees have looked for a new job or <\/span><a href=\"https:\/\/www.slideshare.net\/adobe\/full-study-performance-reviews-get-a-failing-grade\/1\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">quit following a performance review<\/span><\/a><span style=\"font-weight: 400;\"> and nearly one-quarter of workers have cried. And that was before coronavirus introduced a slew of new challenges to an already fraught process.<\/span><\/p>\n<p><a href=\"https:\/\/www.ringcentral.com\/remote-work-playbook.html\" target=\"_blank\" rel=\"noopener noreferrer\"><img decoding=\"async\" class=\"alignnone size-full wp-image-42323\" src=\"\/us\/en\/blog\/wp-content\/uploads\/2020\/07\/remote-work-playbook.png\" alt=\"remote-work-playbook\" width=\"1024\" height=\"364\" \/><\/a><\/p>\n<h3 class=\"heading h3\"><b>What performance looks like in 2020<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">While there have been clear benefits from remote work in 2020, such as improvements to employee productivity, workers do report some challenges and concerns:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Nearly 4 in 10 remote workers say <\/span><a href=\"https:\/\/www.indeed.com\/lead\/remote-work-survey\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">working from home decreases their visibility<\/span><\/a><span style=\"font-weight: 400;\"> among managers and leaders.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A quarter of workers fear working remotely could negatively affect <\/span><a href=\"https:\/\/www.westuc.com\/en-us\/whitepapers\/remote-workers-workforce-study\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">opportunities for career advancement<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">38% of workers reported difficulties meeting both work obligations and <\/span><a href=\"https:\/\/www.pwc.com\/us\/en\/library\/covid-19\/us-remote-work-survey.html\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">responsibilities at home, such as childcare<\/span><\/a><span style=\"font-weight: 400;\">, which\u2014along with things like stress amid an unprecedented global health crisis\u2014may have impacted performance this year.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Indeed, this year has burdened both managers and employees with challenges no one could have seen coming. While some employees may have thrived, others may have struggled to balance the demands of home and work or taken a while to find their footing in this chaotic new reality.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Away from the office, some workers may be worried their managers don\u2019t have the full picture of what they do all day, or may not be aware of their wins and achievements\u2014especially if employees aren\u2019t the type to blow their own horns.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These factors can all make it difficult for managers to fully assess workers\u2019 performance in 2020 and will likely exacerbate existing pitfalls of the annual review process. This year, performance reviews will require a rethink of all the usual aspects of employee assessments, with a focus on creating a foundation of empathy.\u00a0<\/span><\/p>\n<h3 class=\"heading h3\"><b>Re-envisioning performance reviews for remote work: 5 steps<\/b><\/h3>\n<p><b>1. Make preparation a two-way street<\/b><\/p>\n<p><span style=\"font-weight: 400;\">For managers, preparing for a <a href=\"https:\/\/www.sloneek.com\/blog\/performance-review-questions\/\">performance review<\/a> has always involved looking back on what an employee has done over the year in order to assess their accomplishments, strengths, and weaknesses. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is even more challenging than usual this year because so much work has been performed out of managers\u2019 view. Even the most informed bosses may not be aware of cross-team contributions, ways individual employees have supported teammates, or specific challenges an individual may have faced getting their work done this year.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It goes without saying that sharing an office is much more conducive to achieving a 360-degree view of employee performance. Working remotely, it\u2019s important that managers take proactive steps to ensure they are fully aware of all the pertinent information. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Remote managers can improve visibility on performance by soliciting details from employees themselves, such as about what achievements they\u2019re most proud of or challenges they\u2019ve faced this year that management may not be aware of. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Consider sending questions or a form that can be returned in advance to inform your assessment. Seeking insights from other employees can also be helpful.<\/span><\/p>\n<p><b>2. Reconsider the focus<\/b><\/p>\n<p><span style=\"font-weight: 400;\">While some companies have fairly rigid review processes, 2020 has been anything but a normal year\u2014and managers may want to refocus assessments to the extent to which they are able. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s entirely possible, if not likely, that some objectives set out at the start of 2020 may no longer seem relevant (or may have not been achievable under the circumstances). If the old metrics no longer make sense, consider new ways to look at employee achievement, including focusing on aspects such as contributions to growing teamwork and collaboration, as well as agility.\u00a0<\/span><\/p>\n<p><b>3. Make it a video conference<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Though <a href=\"https:\/\/www.ringcentral.com\/teams\/overview.html\" target=\"_blank\" rel=\"noopener noreferrer\">team messaging<\/a> and phone calls may be great for communicating work details, they\u2019re not the best medium for a remote performance review. What is? <a href=\"https:\/\/www.ringcentral.com\/video.html\" target=\"_blank\" rel=\"noopener noreferrer\">Video conferencing<\/a>.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Video is best for performance reviews because it can help to impart meaning and emotion to the conversation. As much as <\/span><a href=\"https:\/\/www.ringcentral.com\/us\/en\/blog\/4-statistics-that-show-the-true-impact-of-video-conferencing\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">93% of communication is non-verbal<\/span><\/a><span style=\"font-weight: 400;\">, with much of what people take away from an interaction coming from cues such as facial expression and body language. To deliver a review with empathy, there\u2019s no substitute for face-to-face\u2014even if that means face-to-face via webcam.<\/span><\/p>\n<p><b>4. Give careful thought to the setting<\/b><\/p>\n<p><span style=\"font-weight: 400;\">While working amid the chaos of dogs and kids may have become routine this year (and even added some levity to meetings), there\u2019s a time and a place for everything\u2014and delivering a remote performance review isn\u2019t a good time for distractions. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Turn off team messaging, give your family a heads up, and close the door before you begin in order to give your employee your full attention. Anything less sends a message that they\u2014and their work\u2014are not your priority.<\/span><\/p>\n<p><b>5. Seek feedback\u00a0<\/b><\/p>\n<p><span style=\"font-weight: 400;\">This hasn\u2019t been an easy year for managers or workers. A majority say their jobs have become more demanding, 40% of workers say they didn\u2019t have the right resources to handle the challenges they faced, and a quarter of employees felt undervalued, according to <\/span><a href=\"https:\/\/advisory.kpmg.us\/content\/dam\/advisory\/en\/pdfs\/2020\/covid-19-and-the-american-worker.pdf\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">research from KPMG<\/span><\/a><span style=\"font-weight: 400;\">. And with remote work likely to become a permanent reality, even after COVID, these pain points are likely to persist.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If the point of a performance review is ultimately to improve on what happened last year, managers would be wise to see these conversations as a two-way street. Use the opportunity to understand where employees haven\u2019t felt supported or have struggled this year, and leverage that information to better meet employee needs moving forward. And don\u2019t forget to follow-up. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">W<\/span><span style=\"font-weight: 400;\">hether via more frequent one-on-one check-ins, employee surveys, or other methods, expanding on processes for collecting feedback can help everyone improve\u2014and even make next year\u2019s performance reviews a little easier, whether those happen remotely or back at the office.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>2020 has been anything but business as usual. But though the COVID-19 pandemic has forced companies to change lots about how they operate, some things remain constant\u2014with year-end approaching, annual performance reviews are among the latter. Annual employee reviews are a corporate rite of passage, albeit a controversial one. Two years ago, Inc.com pronounced them &#8230;<\/p>\n","protected":false},"author":29,"featured_media":45144,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[26279,356],"class_list":["post-45143","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-customer-experience","tag-performance-review","tag-remote-work"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v19.3 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to give performance reviews to remote workers | RingCentral Blog<\/title>\n<meta name=\"description\" content=\"2020 has been anything but business as usual. 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