Google Project Aristotle: How to build more effective teams
Teams turns strategy into reality. In this article we focus on the inner workings of a team and what it takes to thrive as a business with healthy, happy and highly effective teams.
With millions working from home for a while now and for the foreseeable future, performance still needs to be monitored, discussed, and measured. In fact, it might be even more pressing to focus on performance management now given the unusual circumstances the world has found itself in has affected businesses and employees in various ways.
So where should you start with remote performance management?
The key to successfully doing performance management in your company is to implement a continuous feedback loop. That means that annual performance reviews are far from enough. There are multiple benefits to adopting real-time feedback which encourages continuous communication exchange.
In general, continuous performance management is the sum of several touch-points throughout the year. One of these essential touch-points is having regular 1:1 conversations.
During these conversations, managers and their team members can connect on a personal level, stay aligned on a business level, and decide on priorities now that remote work has changed team dynamics. It’s the glue that holds the entire Performance Management Process together.
We will zoom in on the importance of 1:1 conversations in a working environment that has gone from synchronized work in an office to a-synchronized remote work.
At Impraise, we're experienced at working remotely. That's why we have learned that a (bi-)weekly 1:1 is crucial to create alignment and cultivate a healthy employee/manager relationship. Besides, having 1:1s ensures there’ll be no surprises during the more formal performance reviews. These recurring moments are ideal to:
Beyond their own expectations, most companies show some amazing resilience and agility when working remotely. It turns out that people can work separately on projects and don’t necessarily need to be in the same room, office, building, or even country.
It goes without saying that regardless of how you work, it is essential to connect, align, and log actions through conversations. In the "pre-COVID normal", managers used to have many synonyms for 1:1 conversations to discuss the day-to-day with team members: ‘grab a coffee’, ‘go for a walk’, ‘have lunch’, ‘sit in the sun and talk’.
Roadblocks were discussed, ideas shared, and decisions agreed upon. Now that we are all working remotely, we need to discover a new way to stay connected while staying home. The best way to assure teammates collaborate and connect while remote is by checking in regularly with virtual 1:1s.
We encourage managers and employees to refrain from freewheeling their way through these 1:1s — or worse yet — neglect them altogether. To start, it’s best to work with a set agenda to make sure you’re not missing anything and to allow time to prepare. By having all your topics and notes in one clear overview just a click away, you can track progress over time and easily follow up on recurring topics.
Here are some of our agenda suggestions:
We have focused on the (bi)weekly remote focused 1:1 conversation, but there are other kinds too. Read more about:
Curious how you can automate the process of doing 1:1s by collaborating on agendas, following up on topics, and tracking conversations for more productive 1:1 meetings with Impraise? Learn all about it here.
1:1s on our platform is a dedicated space to collaborate on agendas, follow up on topics, and track conversations for effective meetings. Especially when working with remote teams, Managers and direct-reports need to stay connected more than ever. Both manager and direct-report can leave notes, which will identify smoke signals early and save precious time in bringing everybody up to speed. Keep in mind that these 1:1s don’t need to be overly formal or long.
But they do need to occur regularly to make sure your meaningful dialogue moves forward and stays up-to-date. More importantly, the dialogue needs to continue so remote employees don't become disengaged.
Our teams (fully remote) use the 1:1 Relationships in a (bi)weekly cadence. We have seen that regular 1:1 conversations lead to higher engagement and productivity. For a more extensive step-by-step description, please read our ‘how to set up your 1:1s in Impraise’ help article here.
Don't forget that when it comes to effective remote performance management, communication plays such a big part. Becoming disengaged and misaligned is a real danger when working from a distance and HR leaders such as yourself need to work together with Managers to assure that this doesn't happen.
1:1s are a great way to sustain a healthy ongoing communication flow. They offer the perfect way to check-in with employees not only about work but also about how they're feeling on a regular basis.
If you're interested in learning more about the key practices that make up remote performance management, how to deal with inescapable challenges that rise up when trying to support remote teams, and how to drive adoption from Managers, make sure to check out our extensive guide on the topic: The Ultimate Guide to Remote Performance Management.
Remote performance management is here to stay. Learn how to tailor performance processes for your organizational needs, including recommendations on HR collaborating with Managers.