Effective communication can be a game changer for individuals, teams, and organizations. One of the first questions HR asks of managers when we are brought into performance conversations is what communication (and documentation of said communication) has taken place with the employee prior, related to these issues. And more often than not the communication is lacking. Employees should never be surprised at where they stand in their performance, especially if they are being terminated. Below are some helpful tips on how to improve communication in the remote workforce specifically.
Regular 1:1’s : Schedule regular 1:1’s and get into a consistent cadence with your direct reports. Managers should aim for as much face time as possible and should be gathering information on how feedback is being received by observing body language and facial expressions. While technology is often helpful, managers should avoid communicating solely via Slack and email but instead in person (or calls/zoom if remote). Encourage the use of agendas, so managers can focus on the quality of their meeting, while having productive conversations.
Expectations: During the regular check-in’s ensure that employees understand what is expected of them. Take notes in a shared doc during the call, or use a helpful tool like Asana. Reflect back on past notes, and re-cap expectations at the end of the meeting, or follow-up in an email. If expectations and outlined goals are not being met by the employee, the employee should know as soon as possible with actionable steps they can take to get back on track.
Feedback: Managers should focus on continuously improving the quality of the feedback provided to their team. Ensuring that the feedback is actionable, and that goals are clearly communicated is critical for individual success and growth. Train managers on how to deliver effective feedback and encourage them to do this regularly. We all know negative feedback can be hard to deliver, so providing managers with the right tools can ensure feedback is successfully communicated and delivered. Also, don’t forget to encourage 2-way feedback, ask for feedback on how you are performing as a manager. Use surveys or polls to gather helpful insights into how employees are feeling.
At the end of the day if you are a manager, your employee should always know where they stand in relation to their performance. There should be notes to refer back to when needed, and an open line of communication that is always open. If you are experiencing issues with an employee's performance, be sure to document and communicate. And again, it should never be a surprise. Let us know if we can help in these efforts as Retain can provide manager training, 1:1 checklists, and coaching for managers who are looking to hone their skills in these areas.