Remote Work
Performance management in a remote or hybrid team needs different signals than the traditional annual review.
Performance management built for an office — visible hours, hallway check-ins, an annual review — breaks down quickly in a remote or hybrid team. Effective remote performance management relies on different signals entirely.
Without the ability to see someone at their desk, managers who cling to hours as a proxy for performance end up measuring the wrong thing entirely.
A short weekly conversation catches problems the annual review discovers far too late to fix.
Remote teams lose the informal context that used to fill gaps in written expectations — what's implicit in an office needs to be explicit remotely.
Simple, consistent performance management — built around outcomes, cadence, and clarity — works better remotely than an elaborate system nobody follows.