With remote and hybrid work models now commonplace, organisations need to adapt their performance management strategies to effectively support, engage, and develop their employees.
At 3R Strategy, we believe it’s time to move beyond the obsolete concept of “managing” performance and instead focus on Enabling Excellence.
Enabling Excellence for Remote and Hybrid Teams
3R Strategy operates as a fully remote team. We meet up once a quarter for a brainstorming and catch-up session—but the rest of the time we all work from home (or abroad).
With our promise to practise what we preach, we have first-hand experience of Enabling Excellence in a remote setting. However, we’ve also helped clients implement the approach with in-office staff, part-timers and hybrid workers.
There are a few considerations to make when it comes to any kind of performance management for this evolving workforce:
1. Continuous Feedback and Communication
In a remote setting, regular check-ins become even more crucial. Instead of relying on annual reviews, implement a system of ongoing feedback:
- Schedule weekly one-on-one video calls between managers and team members.
- Use digital tools to facilitate real-time feedback and recognition.
- Encourage peer-to-peer feedback to create a more holistic view of performance.
2. Focus on Outcomes, Not Activity
With remote work, it’s often impossible (and unnecessary) to monitor employees’ daily activities. Instead, shift the focus to outcomes and results:
- Set clear, measurable objectives that align with organisational goals.
- Allow flexibility in how and when work is completed.
- Trust employees to manage their time and workload effectively.
3. Employee Wellbeing
Working from home can blur the lines between professional and personal life. Enabling Excellence recognises that performance is influenced by various factors, including physical and mental health, work environment, and personal circumstances:
- Implement the Employee Excellence SHAPE survey to gather comprehensive data on employee wellbeing and needs.
- Provide resources and support for maintaining work-life balance.
- Offer flexibility to accommodate personal commitments and peak productivity times.
4. Skill Development and Growth Opportunities
Without in-person interactions, intentional efforts must be made to support employee development:
- Create personalised learning paths based on individual goals and organisational needs.
- Utilise online learning platforms and virtual workshops.
- Facilitate virtual mentoring and coaching programs.
- Tailor any employee communications so they can be used digitally and in print.
5. Collaborative Goal-Setting
Involve employees in setting their own objectives to increase engagement and ownership:
- Use digital tools to collaboratively set and track goals.
- Regularly review and adjust objectives to reflect changing priorities.
- Encourage employees to share their goals with the wider team for increased accountability and support.
6. Recognition and Celebration
Acknowledging achievements is crucial for maintaining motivation and a sense of purpose in remote settings:
- Implement a digital recognition platform where colleagues can celebrate each other’s successes.
- Host virtual team celebrations for significant milestones.
- Personalise recognition to reflect individual preferences and values.
Changing Your Approach to Performance Management
There are a few things you can do to ensure your processes align with the hybrid/remote preferences of your team:
Train Managers
Equip managers with the skills needed to enable excellence in a remote setting. This includes effective virtual communication, coaching techniques, and recognising signs of burnout or disengagement.
Foster Trust and Transparency
Open and honest communication about pay and reward decisions is crucial for building trust. Ensure your reward strategy aligns with your Enabling Excellence approach.
Gather Data and Insights
Utilise tools like the Employee Excellence SHAPE survey to gather comprehensive data on employee well-being, engagement, and productivity. Use these insights to continually refine your approach.
Emphasise Work-Life Integration
Recognise that remote work often means integrating work and personal life. Encourage boundaries while also offering flexibility to accommodate individual needs.
Overcoming Challenges
Implementing Enabling Excellence in a remote or hybrid setting may produce some challenges:
- Resistance to change: Some managers may be uncomfortable moving away from traditional performance management methods.
- Technology barriers: Ensure all employees have access to and are comfortable using the necessary digital tools. Provide extra training where required.
- Maintaining connection: Extra effort may be required to foster team cohesion and company culture in a virtual environment.
Address these challenges through clear communication, comprehensive training, and a phased implementation approach. Don’t be afraid to make changes during the planning process.
Investing in comprehensive employee communications will ensure you manage expectations and provide the right support.
Conclusion
The shift to remote and hybrid work presents an opportunity to reimagine how we approach performance and development. By embracing the principles of Enabling Excellence, organisations can create an environment where employees feel supported, engaged, and empowered to do their best work, regardless of their physical location.
Remember, the goal isn’t to manage performance but to provide the right conditions for employees to thrive. By focusing on continuous feedback, wellbeing, and collaborative goal-setting, you can create a high-performing remote or hybrid team that achieves exceptional results.
To learn more about Enabling Excellence or see how it could be implemented in your organisation, get in touch today.