Cio icon

Manage Poor Performance While Working From Home

A ready-to-use toolkit to help your managers assess and improve remote work performance.

Get Instant Access to this Blueprint

By clicking the "Unlock" button, you are agreeing to the Info-Tech Research Group Terms of Use and Privacy Policy.

View Storyboard

Solution Set Storyboard Thumbnail

Your Challenge

  • For many, emergency WFH comes with several new challenges such as additional childcare responsibilities, sudden changes in role expectations, and negative impacts on wellbeing. These new challenges, coupled with previously existing ones, can result in poor performance. Owing to the lack of physical presence and cues, managers may struggle to identify that an employee’s performance is suffering. Even after identifying poor performance, it can be difficult to address remotely when such conversations would ideally be held in person.

Our Advice

Critical Insight

  • Poor performance must be managed, despite the pandemic. Evaluating root causes of performance issues is more important than ever now that personal factors such as lack of childcare and eldercare for those working from home are complicating the issue.

Impact and Result

  • Organizations need to have a clear process for improving performance for employees working remotely during the COVID-19 pandemic. Provide managers with resources to help them identify performance issues and uncover their root causes as part of addressing overall performance. This will allow managers to connect employees with the required support while working with them to improve performance.

Research & Tools

1. Follow the remote performance improvement process

Determine how managers can identify poor performance remotely and help them navigate the performance improvement process while working from home.

2. Clarify roles and leverage resources

Clarify roles and responsibilities in the performance improvement process and tailor relevant resources.

Guided Implementations

This guided implementation is a three call advisory process.

Call #1 - Assess how changes to goals and expectations during emergency WFH will impact the performance improvement process.
Call #2 - Review current performance improvement practices to adjust and integrate into the remote performance improvement practice.
Call #3 - Discuss communication of and training on the remote performance improvement process.