How can managers better support team performance?

An increase in remote working has put pressure on organizations to re-think performance management and there has been a push to move from traditional performance management to ongoing performance development. The surge in hybrid teams has left many managers feeling challenged to support and evaluate performance with some using time in the office as a primary measure of performance. Many organizations encourage managers to adopt a practice of frequent, short 1:1 check-ins with team members. Regular touch points allow a manager to maintain connection and provide support to an employee as a person, as well as to the work and its required outcomes.

Importantly, they provide an opportunity for managers to assess how well team members are doing with the achievement of goals, continually assess progress, re-prioritize work and gain a better understanding of employees’ learning needs are. This can also help managers and team members have better quality career conversations and support continuous development. Frequent touch points allow managers to provide timely feedback, which is something employees value. Through ongoing check-ins, performance management can move from an end-of-year performance review process to ongoing conversations, coaching and more effective performance evaluation.