Working remotely has changed the boundaries. Learn how to level up your performance management
In a world of fully remote or hybrid working, the quality of communication has come under the spotlight. During the first period of lockdown, people leaders relied on quantity. But after the barrage of Slack messages, Zoom calls, emails and Teams meetings, we’ve realised that it’s the quality of connection that really makes the difference in a virtual world.
A good relationship between a manager and their employee has the power to offer mentorship, support, and simply an opportunity for social connection. But poor communication – or simply a total lack of it – can leave employees feeling isolated and disengaged. So, what do effective 1:1s look like nowadays?
In a free, virtual webinar hosted by HRD and Employment Hero, Alex Hattingh, the company’s chief people officer, will share valuable tips and guidance for HR leaders on how managers can level up their feedback and performance management.
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Speaking to HRD, Hattingh said in a hybrid or remote workforce, the spontaneous feedback HR leaders used to rely on with their people no longer exists.
“Without an established two-way feedback system, HR leaders run the risk of missing warning signs of employee discontent, disengagement and potential turnover,” she said. “This is also detrimental to employees who will miss essential coaching opportunities, with only the most proactive managers and assertive employees actively asking and providing feedback.”
With warnings of the ‘Great Resignation’ heading for Australia and the already tight talent market, now is the time to review feedback opportunities and ensure employees aren’t being pushed out the door by a lack of feedback. Hattingh said HR leaders need to be active partners to managers in the business, making sure they’re cognizant of what good feedback looks like and have the right techniques in place. HR leaders can also embed frameworks that will assist managers in adjusting to a remote or hybrid team.
“When working remotely there are a few things that we can do to overcome some of the challenges posed by remote teams,” Hattingh said. “Establishing a regular cadence so employees know when and where communication will occur is vital. Knowing which tools to use and when (Slack has a different role to a video meeting for example) helps, and ensuring that when surveys or 1:1s happen that employees are listened to.
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“In a remote world, you can’t over-communicate – but doubling down on transparent and clear communication is essential to a HR leaders’ success.”
Hattingh said at Employment Hero, they regularly use the 1:1 function built into the platform to drive feedback in addition to running surveys. She said the purpose of a 1:1 is very different to that of a tactical meeting or a status report. It’s a dedicated time for coaching, mentorship, feedback and even venting.
Hattingh will delve deeper into successful strategies for effective 1:1s during the free webinar being held on October 27. Click here to register and save your spot.
