On this page

Want to know more?

Ask Employsure

How to Monitor And Manage The Performance Of Remote Employees

Published February 15, 2021 (last updated July 14, 2022) -
employer managing his remote working employees

One of the biggest challenges with remote working employees that workplaces and businesses face is the lack of face-to-face interaction. 

Workplaces and work have been traditionally built on face-to-face, physical interaction, something that’s only started to change in modern times, and propelled further in the digital age. Facial expressions, tone of voice, body posture; these, and much more, are factors in how any interaction takes place in a face-to-face environment.  

However, when you have employees working remotely, it becomes harder to communicate to them and supervise their work. 

In this blog we will help you better understand how to manage the performance of your remote working staff, with three handy suggestions. 

Establish a Checking-In Structure 

You may be worried that, without supervision, your employees may not work as hard or as efficiently. On the other hand, many employees may struggle with less managerial support or feel that their remote manager is out of touch with their needs. 

One quick win that could potentially resolve this issue is to establish daily check-ins. For instance, you could set up a daily call with your employees to ensure they are still on track, and to see if they need any help. Importantly, these regular check-ins need to be regular and predictable. 

It is recommended that you continue to hold regular catch-ups even when everything is or seems to be going well. It can make it easier to detect performance issues earlier on, as well as offering your employee an opportunity to raise any barriers or issues they may have. 

BrightHR helping you manage your people and business

Contact us to find out how BrightHR people management software and help you manage and store your essential employee records and documents.

Make Work and Progress Visible 

Encourage accountability and transparency by providing staff with an online space or a communication system – such as task management software – where team members can show the progress of their work. 

It’s important to note that task management software won’t work on its own – you must ensure employees regularly and reliably update their progress on their assigned tasks on the software. 

Provide Different Communication Channels to Your Employees 

Different communication technologies each have their pros and cons over each other. Video calls may be sufficient for meetings, but emails are not. Video calls are also best used when a complex, collaborative or sensitive conversation has to take place, whereas emails are the best place to send formal communications to staff. 

Neither of the above technologies are best equipped for urgent, simple conversations. Something like an individual messaging service that can be installed on mobile devices is more suitable.  

At Employsure, staff are provided with access to emails, video calling software, instant messaging software, and cloud storage service. 

Have you considered tracking your employees? With BrightHR, you can! Get in touch with us and find out more.

Managing Performance 

If you apply these three suggestions into how you manage your remote staff, you will be setting yourself up for better success when it comes to recognising performance – both good and bad. 

Through your check-ins, visible and transparent updates on task management software (or any software), and through the supply and use of different communication channels, you will be better able to identify performance levels of your employees. 

If you have a regular team video call meeting, for example, you can use this to publicly acknowledge any top performers. 

If your employees are performing poorly, you also have easy options available to you. You could increase the consistency of check-ins, keep a closer eye on their tasks, or alter the tools you use to communicate to them.  

In the unfortunate case you feel that employee’s performance is not improving, and you may wish to initiate disciplinary procedures. You can find out more about that topic by reading other content we’ve produced, found here

Free Performance Management Guide for Employers

Improve your management skills, learn more about your rights and enhance your processes with the assistance of this essential guide on performance management. 

About Employsure

Employsure is one of New Zealand’s largest workplace relations advisers to small- and medium-businesses, with over 5,000 clients. We take the complexity out of workplace legislation to help small business employers protect their business and their people.

Have a question?

Have a question that hasn't been answered? Fill in the form below and one of our experts will contact you back.

  • This field is for validation purposes and should be left unchanged.

Call Now

0800 568 012

Live Chat

Click here