businessBusiness Coachingbusiness growthconsultantHuman Resourcessmall-businessRemote Employee Performance Reviews: Do’s and Don’ts

February 22, 2022by Mikerash2
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In the past looking forward it would have seemed unlikely, but looking at it now, most of us wouldn’t have it any other way. The Covid-19 pandemic undoubtedly altered the workplace dynamic in many ways, it began by reducing all human interaction and further introducing new methods of communication and collaboration.

As we find ourselves nearing the third month of 2022- 2 years after the pandemic initially changed our way of work -we are all trying to discover how we work best in this modern world.

However, you choose to run your company today – entirely remote, a mixture of remote and in office, 100% in office, or even outside – one thing stands true: managing employee performance is crucial for your organization.

Whether that means rewarding employees who are measuring up to expectations or meeting with those who aren’t, ensuring that a team performs to its full potential is necessary for every business success.

Having a performance management process is necessary to give workers timely feedback and help them understand how what they are doing fits within the context of the organization. They need to know if their work is valued and what to do to turn things around if it isn’t.

Leading organizations diagnose what employees need and expect from performance management — and how those needs may shift with, for example, the move to remote work.

Here’s what our team of MCDA CCG Human Resource experts had to say about those shifting requirements and how performance management can be done in a remote environment, particularly as it relates to the performance review process.

What is the Process of a Performance Review?

A performance review is an assessment method where an employee’s superior evaluates their work performance to identify areas of strength, weakness and provide feedback for improvement. 

In a traditional manner, a manager and employee get together for an annual performance review at an established time. A performance review will also include a written assessment of the employee. Some companies also do 360 reviews, where employees provide feedback on their own performance as well as the performance of their team members and their manager. 

How does the review process change when it comes to remote work? Well, when there is a lack of in-person interaction you can usually expect for parties on either side to misinterpret parts of the conversation. Regardless of how it is conducted, the key to a successful review is to create a comfortable environment for both parties. Some believe that video isn’t always the best option due to the nature of a performance review.

While the majority of companies today are accustomed to conducting performance reviews once a year, they may need to be done with more frequency as we continue to embrace the new way of work. 

Conducting an effective, remote performance review is really about the continuous conversations, feedback and recognition that occurred leading up to the actual performance review. Furthermore, regular coaching and feedback throughout the year can be particularly useful in a remote work environment. 

Performance Review 

Performance reviews are common practice, but to get the most out of them, especially when doing them remotely, there are a few things you should do: 

Schedule Them

Ensure that your employees feel 

Conducting performance reviews can be a tricky matter during normal times. The remote working environment that was quickly forced on businesses due to the Covid-19 pandemic certainly have not helped the situation.

Conducting an online performance review utilizing video conferencing software will help you create a more personal experience and allows both parties to facilitate transparent communication. It may not allow you to fully read body language and facial expressions the way that you could in person, but it still allows a strong connection between both parties.

Before you begin utilizing your chosen video conferencing platform, establish video conferencing guidelines and distribute them to your team to ensure it is an effective virtual meeting.

Conduct Them Frequently 

Remember that feedback is much more effective when you have frequent check-ins, so don’t postpone your online performance reviews until the very end of the year.  

Many companies today are making strides in providing ongoing, real-time feedback consistently throughout the year. When working remotely, conducting frequent 1 on 1 performance reviews allows you to build relationships, establish trust, and open channels of communication. This will allow employees to get timely feedback, increase motivation, and improve on the go, which translates to helping you get more done as a team and building a company culture that retains employees.


Even though performance reviews may seem straightforward, it’s easy to make some common mistakes when conducting them. Here are a few things you shouldn’t do: 

Make It One-sided

Even though a manager conducts the review of the employee in most situations, that doesn’t mean it should be one-sided. Manager should always be encouraging employees to ask questions and share their own feedback by leaving room for them to speak.  

Instead of overwhelming your employees with feedback, initiate an intentional two-way conversation. Use this opportunity to receive feedback on your management skills and use this time to address any concerns that your employees might have. Once you are complete in discussing all relevant points, set aside time to actively listen to your employee and understand how you can empower them to perform better.

Approaching performance reviews like a dialogue has proven to contribute to a healthy, transparent and productive working environment, both in-person and remote.

Leave Surprises

Your employees should never be blindsided by anything that is told to them during the review process. A performance review should provide an opportunity to build on general feedback given throughout the year instead of telling the employee everything that has gone wrong or right in one instance. 

Only Review the Past

As we mentioned above, you shouldn’t limit your performance reviews to the very last month of the year. Here, we recommend that managers promote and provide recommendations on career trajectory, areas for growth and opportunities for further compensation.


Final Thoughts

If you are looking to improve your performance review process with coaching sessions, documentation and more, give our MCDA CCG, Inc. office headquarters (in Placentia, Orange County, California) a call today!

Our team of HR professionals will evaluate your current process and run you through our effective mock performance reviews, conduct document review, or provide you with the necessary documents to complete your own effective performance reviews.
It is our mission to see you, your employees and your company thrive by providing you with the necessary resources to create a lasting impression on your business.

What’s more, our team is offering free, no obligation consultations, so contact us today!


If you missed our first post on this subject, we highly recommend you check it out below:

Evaluating Remote Employees: Online Performance Reviews

Other HR Resources You May Like…

Why Every Business Needs an HR Compliance Audit

The Latest HR Trends That May Impact Your Business Compliance

Why Hiring Managers Should Look Beyond the Traditional Resume

How to Create Short-Term Metrics For Success

How to Resign When Working From Home

Employee Development & Why It is Beneficial

A Note to Our Fellow Business Leaders


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