Remote working changes where business is conducted, but it doesn’t alter the fundamentals of good management. Employees need, and deserve, performance assessments. Remote work isn’t a new concept. Managers have led teams virtually for decades, but the coronavirus pandemic has forced more managers to lead staff from physically distant locations.
We are living in what Time magazine has called “the world’s largest work-from-home experiment.” An April 2020 Gallup Panel report shows more than half of U.S. workers were working from home. The “work” has continued and employee management is a critical component of that. That trend is likely to continue.
Kate Lister, president of Global Workplace Analytics forecasts that “25-30% of the workforce will be working from home multiple days a week by the end of 2021.” In remote working situations, business may be transacted in a different location, but don’t abandon the fundamentals of good management.
Employees need, and deserve, performance assessments. Reviews ensure an individual’s work aligns with and supports company goals. More importantly, performance reviews are as much about exploring employee satisfaction and personal development goals. In-person meetings are often the most powerful way to discuss an employee’s quality of work.
But when done correctly, remote employee performance assessments can have the same impact. In this article, you’ll find six tips for conducting a virtual employee evaluation, With so many people working from home, managers may wonder how to evaluate employees working offsite.
What are the KPI for remote workers?
Main KPIs for measuring remote productivity – BSC Designer suggests we measure three key performance indicators of a remote worker:
Self-discipline : the capacity to work independently Effective communication : the ability to communicate efficiently with the team and clients. Learning skills : ability to follow instructions and learn new things quickly.
How do we measure each of these aspects? The first criteria – self-discipline – is much simpler than it seems. We only have to ask the employee for two things:
That they send us the results of a test assignment by email and set a date and time limit. That they use a particular subject line in the email and add specific details.
With this, we can analyse three aspects:
Did they send the email on time? Did they use the correct subject line as requested? With grammar and punctuation correct in the email?
This test usually achieves the success rate of around 80% to 90%, A result of 100% is unusual. For the second criteria, we again use a test to measure someone’s ability to communicate. For example, we assign a specific task and give them three days to complete it. What are the possible outcomes?
Case 1 : The task is delivered on time and with the quality expected. This would be considered a good result. Case 2 : The task is delivered on time but with a quality lower than expected. We should analyse what went wrong: were the task requirements unclear? Didn’t the person possess the necessary skills or weren’t they given enough time? Case 3 : The task is not delivered on time, but the person sends a notification. If this message arrives on the day of delivery, this is not a good sign. Case 4 : The task is not delivered on time, and the employee gives no explanation.
In cases three and four, we need to perform a more in-depth analysis of the person’s skills and see if it’s possible to help them improve their communication management. And lastly, measuring an employee’s learning skills requires observation, We could assign the employee a task for which they would need to learn new skills, and then see how they apply them. 
What is the KPI of employee productivity?
How Do You Measure the KPI? – One of the most common ways to measure employee productivity (as an average) is to divide a company’s total revenue for a specific period and dividing it by the total number of employees. While basic, it can be a strong starting point for measuring productivity.
Is it possible to monitor employee productivity?
Types of employee monitoring – Employee performance can be effectively monitored in several ways, each with its benefits and drawbacks. One popular system is video recording and computer logs. Monitoring software allows managers to track employee performance in real-time and assess their performance regarding task completion.
- Additionally, software updates are necessary to keep track of changes in employee behavior and change employee training schedules as needed.
- Other monitoring systems used to monitor employee performance include time tracking software, social media monitoring, and employee performance tracking software.
Companies can increase productivity and improve employee morale by updating an employee monitoring system.
How do you monitor attendance of remote employees?
10. Timetrex – 
Timetrex is a time and attendance system that enables you to track employee attendance and their work hours in real-time. You can track employee attendance using the TimeClock feature on different systems such as any web browser or mobile device.
Do 77 of remote workers say they re more productive when working from home?
Conclusion – The statistics presented in this blog post demonstrate that remote work is a highly productive and beneficial option for both employers and employees. Remote workers are 35-40% more productive than their office counterparts, 77% of them say they’re more productive when working from home, 82% reported lower stress levels, 85% of businesses confirm increased productivity due to greater flexibility, 76% are willing to work overtime remotely, 13 %more productive than in-office employees with 25 %lower employee turnover rate, 29 % higher satisfaction with their work life balance, 47 % high job satisfaction, 60 % less stressed while working from home 68%, 74%, 62%, 105%, 96%, 50%.
What is the best metric to measure productivity?
1. Revenue per employee – Revenue per employee (RPE) is a ratio that roughly estimates the total revenue a company generates divided by its current number of employees. RPE is a useful metric to evaluate productivity. The more productive an organization is, the less likely there will be losses (e.g., decreased turnover, no sales), and it increases the likelihood of profits. The formula for revenue per employee is:
What is HR productivity index?
How is productivity calculated? – While it is possible to compute labor productivity levels, productivity analysis generally involves measuring productivity changes over time. Percent changes, indexes and average annual percent changes can all indicate how much productivity has changed from one period to the next or over several periods.
Percent changes measure change from one period to the next. Percent changes can be calculated using either productivity levels—stated in units or constant dollars per hour—or productivity indexes. Indexes measure total percent changes from a base period. Any time period can be used as the base period. Indexes are usually set equal to 100 in the base period.
A labor productivity index can be calculated by dividing an index of output by an index of hours worked. When more than one index is included in a calculation, all the indexes must have the same base period. Average annual percent changes measure change over several periods stated at an average yearly rate. Average annual percent changes can be calculated using either productivity levels—stated in units or constant dollars per hour—or productivity indexes. The level of productivity is the ratio of output to inputs. (For labor productivity, the input is only labor, for other measures of productivity, the input is an index of combined inputs.) The percent change in a ratio is approximately equal to the percent change in the numerator minus the percent change in the denominator. Click for example
What is the best method to monitor employee performance?
1. Use a Monitoring Software – One of the most effective ways to monitor staff performance is to utilise software designed to do just that. It allows you to track activities and analyse data regarding the tasks staff complete during the day. Having this platform can not only reveal who’s struggling and needs support but also detect backlogs and improve team-wide productivity, 
What tool is used to monitor an employee’s productivity?
ActivTrak monitors employees in a transparent way with features that track how many hours employees work as well as how engaged they are while they are working. Its set of productivity tools focuses on worker productivity by tracking how much time employees engage in productive behaviors vs.
How do you measure someone’s productivity?
There are a variety of factors, such as the quality of your equipment, the management of materials flow, and general economic considerations (e.g., inflation or recession), that can affect your business’s profits. However, your business’s profitability depends, in large part, on the quality of your employees’ performance.
You can evaluate the quality of your employees’ work through productivity measurements. Choose a convenient measure of productivity, based upon the type of operation your business is involved in and what you’re producing. You’ll also need to choose a time frame in which to measure it. Productivity will mean something different to each business.
One standard measure of productivity is output per worker-hour, or the ratio between the number of hours worked to total output. You can also measure your productivity per week or month if each unit of production takes more than an hour to create. Output can be measured in terms of volume or quantity of items produced, or dollar value of items produced or services provided.
For example, a graphic designer’s productivity may include aspects of how many jobs he or she completes in a month, as well as how quickly the jobs were produced. A company that builds and sells widgets, on the other hand, might measure productivity in terms of the number of units built and sold over a month’s time.
Manufacturing. If you manufacture goods, consider using output per worker-hour or the number of worker hours required to produce a single product. For example, suppose the following:
You have 5 employees who each work 160 hours per month to produce 100 widgets. The unit cost of a widget is: 5 employees x 160 hours = 800 worker-hours Worker hours divided by 100 widgets per month equals 8 worker-hours per widget. If you pay each of the workers $5.00 per hour, then the production cost of the unit is:
$5.00 x 800 worker-hours = $4,000 per month $4,000 per month divided by 100 widgets per month equals $40 per widget.
Service industries. It can be a bit harder to measure productivity in a service industry due to the somewhat intangible nature of the product involved. Service industries can measure productivity by considering the number of tasks performed or the number of customers served in a given time period.
Other measures might be whether the service delivered measured up to company or customer standards and whether performance deadlines were met. Professional employees can keep personal timesheets to indicate the number of hours spent on a given task. Quantity of work is a possible measure, such as number of service calls made per day or the number of contracts written.
Clerical workers can be given specific amounts of work to determine the relative time it takes to complete a given task. Sales performance. The most effective means of measuring performance by sales representatives is by taking into account and measuring each of these factors:
The volume of sales in dollars per given unit of time: sales volume alone won’t indicate how much profit or loss each sale represents, as a salesperson may make too many concessions or sell to poor credit risks in order to make the sale. The number of calls made upon existing accounts: the number of calls made by a sales rep alone doesn’t indicate if those accounts with the most profit potential are being serviced. The number of new accounts opened. The dollar amount expended per sale: comparing sales over given periods of time, say monthly periods each year, will not account for changes in price, product, competition, or routes.
Other methods. Another method for measuring productivity involves determining the time an average worker needs to generate a given level of production. You can also observe the amount of time that a group of employees spends on certain activities (such as production, travel, or idle time spent waiting for materials or replacing broken equipment).
The latter method can reveal if employees are spending too much time away from production on other aspects of the job that can be controlled by the business. Improving productivity. Once you’ve figured out how to measure your business’s productivity, you need to determine whether your productivity is where it should be.
This task can be tricky, especially if you’re getting this information for the first time. Factors to take into consideration are:
the cost per unit compared with the price your competitors’ productivity levels, cost per unit, and price.
Some of this information may be available from your trade or industry association, or through networking with contacts in similar businesses. Once you’ve established a baseline measure, you can assess your productivity periodically and be able to spot trends and track your progress over time.
poor planning or scheduling of work unclear or untimely instructions to employees an inability to adjust staff size and duties during light or heavy workload periods poor coordination of material flow the unavailability of needed tools excess travel time.
Ultimately, the key to improving productivity lies with the employees themselves and the way that you work with those employees. Studies have shown that most workers think it’s important to do their best at their jobs. Chances are that most of your employees feel that way.
Do 77 of remote workers say they re more productive when working from home?
Conclusion – The statistics presented in this blog post demonstrate that remote work is a highly productive and beneficial option for both employers and employees. Remote workers are 35-40% more productive than their office counterparts, 77% of them say they’re more productive when working from home, 82% reported lower stress levels, 85% of businesses confirm increased productivity due to greater flexibility, 76% are willing to work overtime remotely, 13 %more productive than in-office employees with 25 %lower employee turnover rate, 29 % higher satisfaction with their work life balance, 47 % high job satisfaction, 60 % less stressed while working from home 68%, 74%, 62%, 105%, 96%, 50%.
How does HR track productivity?
Billable hours per employee metric example – Let’s say an average employee works 40 hours per week. But not all of these are billable hours because there’s lunch breaks, admin, and other tasks that cannot be billed for. This results in 30 billable hours per employee.