Measuring Employees’ Performance in Telecommuting
Posted 09 Sep, 2020
Author - Aderonke Adekunle
Measuring Employees’ Performance in Telecommuting

COVID-19 has left almost every business across the globe with Hobson’s choice; remote work or nothing at all.
While the concept is new for some and tried-and-tested for others, the myth around low productivity when working from home prevails. But, if you put the right productivity metrics in place, the loopholes can be identified, and remote work can be streamlined. In many ways, managing self-monitoring employees is easier than overseeing staff who need constant supervision and direction. Self-managed employees are typically responsible, self-sufficient, and self-motivating. However, to ensure that work projects stay on track and that goals and objectives are being met, an oversight system should be in place. This ensures that staffers are on track and provided with the resources they need, while keeping you apprised of their progress or difficulties they encounter.

Establish Expectations
To attain productivity in telecommuting, every worker needs to have clear expectations and clear feedback. You should establish a structure for checking in. Request status reports and project updates or be available for periodic in-person meetings. This creates a level of accountability and helps you stay on top of their performance.

Create Goals and Measurements
Remote employees should have specific work productivity goals and objectives in place. For example, a sales representative should have appointment or sales quotas he's expected to meet. Establish these parameters with the employees to ensure they are appropriate and attainable. Revisit goals periodically to ensure you are not asking too much or too little of your staffs. Coach, rather than direct, to see increased results.

Communicate Regularly
Communication in this period is very key. If you do not hear from any of your employees on a regular basis, establish a schedule for checking in via e-mail, phone or even text messages. This allows you to maintain contact, makes you available if an employee needs managerial support, and allows you to monitor projects and troubleshoot potential issues before they get out of hand.

Conduct Performance Evaluations
Just as a regular performance assessment is conducted, schedule a performance evaluation for your remote employees, as well. This allows you to touch base on job expectations, check the status of goal meeting, exchange information, set new goals and objectives and look for ways to improve performance. It also provides an opportunity for employees to give you feedback on your management approach.

Encourage Participation
Remote employees might not always feel as energetic as they would if they are working from a physical location. As an employer, you should encourage participation in staff events and activities, brainstorming sessions, all-staff meetings and corporate retreats. Create a sense of camaraderie by copying these employees on group e-mails and encourage them to participate in internal surveys and focus groups. This will help to create cohesion, and potentially will increase job satisfaction.

Credit: CareerTrend 
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