How can we manage performance in hybrid teams?
An increase in remote working has put pressure on organizations to re-think performance management and there has been a push to move from traditional performance management to ongoing performance development. The surge in hybrid teams has left many managers feeling challenged to support and evaluate performance with some using time in the office as a primary measure of performance. Some organizations are adopting a practice of regular 1:1 check-ins between team members and managers. This gives managers a chance to ask about employees’ well being and any support they may need while working and coping with challenges such as caring for family members. These frequent touch points allow a manager to maintain connection and provide support to an employee as a person, as well as to the work and its required outcomes. Ongoing check-ins also provide an opportunity for managers to assess how well team members are doing with the achievement of goals and what their learning needs are. This can also help managers and team members have better quality career development conversations and support continuous development. Frequent check-ins allow managers to provide timely feedback, which is something employees value. Through ongoing check-ins, performance management can move from an end-of-year performance review process to ongoing conversations, coaching and more effective performance evaluation.