The rise of hybrid working has transformed the way organisations approach performance management. While the flexibility of this model offers numerous benefits – improved work-life balance, wider talent pools, and cost savings – it also presents challenges for employers. With less visibility over your workforce, hybrid working lends itself to a results-oriented culture that prioritises outcomes over hours spent at a desk.

As a result, employers are focusing less on how tasks are completed and more on the results employees deliver. After all, when employees work efficiently and meet clear goals, it drives business growth.With hybrid working becoming the norm, managing performance effectively requires a shift in mindset and approach. Here’s how you can adjust your practices to ensure your team thrives, no matter where they work.

Set clear expectations

Clarity is key in a hybrid work environment. Employees need to understand what’s expected of them, from day-to-day responsibilities to broader organisational goals. Take the time to outline objectives, deadlines, and the criteria you’ll use to measure success. This not only eliminates ambiguity but also ensures employees stay aligned with the organisation’s priorities, regardless of where they’re working.

Focus on output

In a world where you can’t oversee employees as you did pre-pandemic, outcomes, targets, and deadlines are the new benchmarks for success. Performance should be measured by results, not proximity or hours spent at a desk.

Gone are the days when employers can base their opinions on employees’ performance solely on what they see in front of them or what they are aware of. Instead, ensure employees understand the metrics by which their performance will be assessed and focus on measurable achievements.

Increase frequency of check-ins

Regular conversations with employees are crucial for maintaining engagement and addressing challenges early. For hybrid workers, try to schedule in-person check-ins, when possible, as face-to-face discussions often flow more naturally – but don’t wait if the feedback needs to be timely.

For remote workers, one-to-one virtual check-ins in a quiet, distraction-free environment are essential. Make sure your internet connection is solid, and give employees your full, undivided attention to ensure they feel valued and heard.

Make milestones tangible

Connecting goals to tangible outputs helps employees visualise their progress. This is particularly important for remote or hybrid workers, who may not have regular in-person interactions to showcase their contributions. Clear milestones not only boost motivation but also provide a framework for measuring and celebrating success.

Be available

Hybrid and remote workers can’t simply pop into their manager’s office with a quick question or concern. To bridge this gap, consider setting designated “office hours” where employees can reach you to get their questions answered, clarify next steps, or discuss potential obstacles. 

Additionally, the use of status updates on internal communication tools like Teams to signal your availability can be helpful. Good diary management is essential here – one commonly-cited frustration with remote work is the amount of time managers spend on calls, which can limit time spent with their team, potentially impacting team performance.

Monitor workloads

Managing workloads effectively is more challenging with dispersed teams but no less important. Consider using productivity tools or time-tracking apps, such as Jira, Trello, Monday.com or ClickUp, to monitor tasks and workflows. These tools are also a great way to co-ordinate projects, monitor progress and facilitate teamwork and collaboration.
Monitoring workloads also helps managers identify when employees are at risk of becoming overwhelmed. Remote workers, in particular, may struggle to speak up about excessive workloads, leading to burnout or stalled progress. Keeping an eye on the balance ensures your team remains productive and engaged.

Broaden the pool of feedback resources

When managers have limited direct oversight of their teams, drawing on additional feedback sources becomes crucial. Peer reviews, input from direct reports, and feedback from senior leaders can provide a more rounded picture of an employee’s performance.
Technology can also support this process. Tools that gather data on task completion or collaboration can offer valuable insights, especially when exposure to individual employees is limited. One option is to weight feedback so that the reviewer indicates the amount of time they observed the employee. This could be especially important for remote work situations since overall exposure to individuals may be limited.