#WFH: Setting Performance Standards for the Remote Workplace
Make sure that the performance management system is relatively transparent and fits into the daily rhythm of the virtual workplace.
• Start with the assumption that people can be trusted.
• Recognize that if you think the person can’t do a good job you have the wrong person in that position.
• Understand that most people really want to do their best and do a good job.
• A system designed to monitor and punish will not motivate people to do their jobs.
• People never give their best because of checking and double checking the time they put in.• Establish principles to be followed not rules that have to be obeyed.
• Establish touchpoints to improve performance, not just to increase contact.
• Establish a simple performance measurement system and monitor it for effect.
• Set ground floor minimums not pie in the sky ceilings.
• If the performance management system is difficult or meaningless or generates anxiety get rid of it.
• Make sure that the supervisors one level up and one level down had input into the performance measures.
Monitoring performance in the virtual work-place is a means to an end. Virtual workers can save the company money, have a better work-life balance and contribute to lower energy consumption. Organizational and individual performance can only be evaluated in so much as there is a match based on a mutually agreed upon vision and trust. The relationship between individual performance and organizational success requires determining how much attention to focus on and what forms that focus should take. It takes an interrelated set of policies and practices to foster performance improvement.
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