Employees working fully remotely are nearly twice as likely to receive corrective feedback – which focuses on behaviour that was not successful – most often. 

With remote employees, organizations need to ensure that feedback conversations are two-way, more open, evidence-based, and forward-looking. Further, the management of performance should not be hours-based, but outcome-based. Organizations can invest in technology to set and update goals and objectives related to desired outcomes and generate feedback on those objectives.

Providing flexibility and focusing on output – empowers teams to complete their assignments in their own way, creates greater clarity in terms of what their exact role is, and helps retention by driving greater engagement levels.