Having just made it past the mid-year mark, it’s probably time for a little reflection. That’s right – we’re talking about those nerve-wracking performance reviews that make everyone’s palms sweaty all of a sudden. And with remote tech teams, geographical distance is already a huge obstacle. How do you connect frequently with your remote team and make it productive? As it turns out, it’s not as nightmarish as you think. Here’s how you can create constructive performance reviews for your remote tech teams!
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ToggleWe get it. Unhappy employees are harder to deal with than the happy ones. We all want to make our employees feel good – and not just for those Best Boss of the Year mugs, either (though if you do want this, you might try your luck with an office durian party since prices are at an all time low). But feedback is unavoidable!
The best type of feedback is precise and accurate, meant to push someone forward without them making the same mistakes again, and again, and again. But be careful – you don’t want to end up giving harsh, overwhelming criticism that destroys your remote employees’ self-esteem.
It’s time to strike a balance when you hand out feedback to your remote employees and keep them motivated.
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So just how do you frame your feedback to inspire your remote employees? Here are four key strategies you can keep in mind before your next performance review session:
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Some companies only conduct performance reviews at the end of every year. Others may go for a quarterly review so everyone can sync up more frequently over the course of a year. If your company or startup is scaling rapidly – or trying to – then frequent interactions with your remote tech team will help things along. Quarterly performance reviews might help to keep motivation and productivity levels at a high, especially for startups where everyone’s constantly buzzing about the next big change.
So what’s the best way to carry out constructive performance reviews? It’s all about how you structure it.
Depending on your personal take on the matter, it might be helpful to actually release your appraisal an hour before the actual performance review takes place. Let your remote team process the feedback provided before actually discussing it – that way, employees can work through emotional reactions (if any) before facing you.
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During the review itself, applying this framework will keep things in order for both you and your remote employees:
That’s it! You’re all set and prepared to provide more constructive performance reviews for your remote tech teams to reach those big goals this year. Keep your feedback helpful and uplifting to ensure your employees come out of it energised – not discouraged. Best of luck!
If you’re looking for remote talent of your own to get things started, let Glints help you out with that today.