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by Steven Starks, Senior Career Counselor at University of Phoenix
We have adapted to a new normal, moving our watercooler conversations to text chats and trading conference rooms for virtual meetings. As supervisors and employees alike adjusted to the changes, our organizations may have foregone traditional employee reviews.
However, a change in where we do our work does not mean we should stop the evaluation of our work. As our businesses prepare for the looming threat of a second wave of coronavirus and the prospect of extending work from home as a result, it’s important to evaluate successes and failures of the past few months.
We’ve learned that remote employees need to feel socially connected to their teams and understand how their contributions make an impact on the company’s optimal performance. Discussions about performance, goals and challenges should be part of routine conversation so there are no surprises by the time the formal evaluation takes place. An effective leader must establish trust, rapport and open communication to lay the groundwork necessary for future conversations about performance.
With that in mind, here are a few tips for providing feedback to remote employees.
Highlight Specific Accomplishments.
A review is a chance for an employee to reflect on how far they’ve come in their professional journey. I like to provide a snapshot of accomplishments over the past six months to a year, even if the meeting is only for the past quarter. This requires diligence in documenting accomplishments throughout the year, but it is effective because it empowers individuals to see what kind of trend they are establishing.
Providing this high-level view gives employees the perspective they need to reflect on the imp… Read More
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