The pandemic forced leaders to reconcile with the need for effective hybrid and remote team management strategies, including in performance evaluations. Research has shown the benefits of moving away from large-scale quarterly or annual performance reviews. Instead, systematic, frequent, and brief reviews focused on task performance, effective feedback and coaching, and guidance in wise decision-making, will replace it in organizations that want to survive and thrive in the post-COVID world. Leaders need to benchmark to best practices on performance evaluation for hybrid and remote team management in our new normal.
Too many managers and companies still rely on “time in the office” as a primary measure of evaluating performance. This has led to employees focusing more on “time logged on” rather than their actual contribution to the company.
As survey responses show, many employees and top leaders feel concerned about the possibility of hybrid and remote work undermining their career growth. To allay these concerns, employee performance evaluation systems need to stop relying on time worked.
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