Why is performance management always a hot topic? Because the majority of employees want feedback and organizations want high-performing teams. Performance management can be challenging in person and now that we live in a virtual world, it brings even more challenges but it is not impossible. As your organization adjusts to your new normal, it is more crucial than ever to show empathy and compassion, work closely with your employees and manage performance expectations.

The future of work has caused significant shifts in how organizations manage employee performance. You are asked to be highly resilient and bring the best out of each other by:

• Getting aligned to shift business priorities 
• Prioritizing work that delivers the most value 
• Focusing on employee engagement and support

Because of the physical distance, you need to increase and improve communication, give even more clarity and show compassion. Therefore, focusing on both employee performance and their overall well-being will make a good balance in your approach. Making smart technology choices will help you use the tools as a means to make your life easier. 

6 Best Practices For Virtual Performance Management

If you want your performance management process to stand out and bring results, devote some time to effective planning, creating supportive structures and defining clear intentions. Follow these 6 tips to get started:

1. Become familiar with your organization’s approach
2. Know the evaluation criteria
3. Set clear goals and review frequently
4. Gather as you go
5. Prepare for the performance conversation
6. Conduct the performance conversation

While conducting the conversation, make sure to allow for small talk to help your employees relax and use video for personal interaction. Communicate clearly to build trust and respect, but also encourage the employees to talk and listen to them carefully. Deliver feedback appropriately and include breaks when necessary.

How To Effectively Give Feedback 

You don’t have to have a major in psychology, but it does help to know basic psychological traits and emotional intelligence practices. 

• It’s not about the person, but the behavior. (You are vs. you did something)
• Ask the employee how they view their own performance 
• Share your perspective on both good behaviors and areas for improvement 

• Feedforward—reinforce desirable behavior you’d like to see in the future
• Include time for Q&A and discussion

• Don’t compare to other employees’ performance
• Create a plan and a follow-up discussion 
• Instill accountability and motivate your employees 

Remember that feedback is not a once-a-year practice, but that you should have a plan in place and work on your employee relationship, communication and effectiveness all year round. 

See You at the CoreAcademy Course!

If you’d like to learn more on this topic and get a practical playbook, join the CoreAcademy course Virtual Performance Management on February 11, 2021, at 2:30 p.m. (EST)! This virtual instructor-led program will be held via Zoom and you will have the opportunity to interact with the facilitator and other participants from various organizations and exchange experiences.

Sign up here today and improve your virtual performance management process once and for all!