In the emerging virtual workplace, do you miss the comfort of walking by an employee’s desk and feeling confident she or he is working hard and doing a good job? If you can’t see them working, do you wonder what they are really doing? Are you baffled by how to set expectations in terms of behaviors that will drive results when you are not working in the same place?
Today’s workplace is characterized by people working in dispersed locations, within matrixed structures, with colleagues from multiple functions – even multiple organizations. Gone are the days when high performance was assessed by how much time someone ‘put in’ at the office. We are less likely to be ‘going to work’ and more likely to be ‘working’. Technology affords 24/7 access from almost anywhere. ‘Do more with less’ is now a mantra heard across countless companies.
Despite these changes, managers are still expected to manage performance, regardless of location, time zone, function, or even language barriers, and often in the face of decreased budgets and reduced labor force. Successful managers have learned to overcome the challenges of virtual leadership, and move to results-based performance management. Here are two strategies successful virtual leaders use to create an effective results-based performance management approach. In our next two posts, we’ll provide four additional strategies.
1. Make intentional, regimented, consistent relationship building a priority. Create presence with employees by checking in (not checking on) frequently. Use more real-time technologies like telephone, instant messenger, chat, or text. When you check in, ask questions focused on getting to know their locations, resources that are needed, what else is happening, sharing information and decision-making whenever possible, and asking about their lives. Presence involves being available to people so they don’t have to make up reasons to be in contact.
2. Slow down to speed up. Take time upfront to define how you are going to stay in touch, share status, keep people in the loop, and when and how you will ‘meet’. Considerations here are protocols for high use technologies such as email (i.e., names in ‘to’ line means action required whereas ‘cc’ line means information only, when to ‘reply’ versus ‘reply to all’). It means agreements about when and when not to use technologies, defining who should be included and NOT included in particular categories of information and meetings.
Next week: Create a Game Plan