How to Get the Most Out of Remote Employee Performance Reviews

5 minutes read

Performance reviews may seem like a hassle for employees and HR alike. However, when done correctly, these reviews can help employees grow in their roles and flourish at their company. 

When it comes to employee performance reviews, finding ways to bridge the gap between floor managers and site leadership with those carrying out evaluations is easier said than done.

Given the variety of experiences and obstacles your workforce faces, it is important to find a fair approach for evaluating employees’ performances and prioritizing their well-being. Let’s explore a few tips for overseeing remote and hybrid performance reviews and examine how using technology can help.

Best Practices for Remote Performance Reviews

Keeping up with performance reviews is paramount if you wish to boost employee morale and unite your workforce. Well-executed performance reviews strengthen your company’s culture, cultivate opportunities for individuals to grow and reinforce your company values. 

Consider the following tips for optimizing your performance review processes:

  • Use an Online System: While there are several ways to help bring employees back to the workplace safely, using remote-access HR tools such as an online performance management solution allows you to prioritize social distancing and fulfill remote and hybrid employee assessments without having to share a worksite or coordinate meetups. Make sure to use these online options and engage workers with positive body language/tone since you aren’t able to talk through their performance in person.
  • Adjust Goals as Needed: It is always important to keep consistent goal-setting in mind. That’s why it’s a good idea to replace outdated goals and old success markers with new measurable targets like growth or the ability to acclimate to new circumstances.
  • Offer Actionable Plans for Struggling Employees: One of the difficult things about conducting performance reviews in a remote setting is a lack of in-person communication. This could result in unforeseen struggles coming to light or slip-ups getting addressed long after they’ve occurred. Rather than issue a warning, it may be best to offer a fixed period of time to improve. Focus on your company’s short-term and long-term goals in addition to the realistic ways each employee can adjust and succeed.
  • Customize Your Practices: It can be easy to stick with what you know, but investing in alternative solutions is key to influencing the success of your operation and internal workforce management at this time. Consider changing the number of reviews you conduct each year (switching to semiannual or quarterly evaluations may be optimal) or asking your employees what they need most out of employee performance reviews to best fulfill their roles.

Online Performance Management Technology

The right performance review technology can optimize the way you communicate with employees and manage their strengths and weaknesses from afar. 


Download our performance management datasheet today to learn more about how you can make this process go smoothly. If you need extra assistance, you can also register for a demo with one of our HCM specialists.


Setting and tracking your company, department and individual goals is key to seeing growth in your workers’ performance. It also makes employee performance reviews a much more beneficial process for everyone involved. 

Table of Contents
Request a Demo

See how EPAY’s human capital management system brings all of your HR technology together in one easy-to-use platform.

Popular Articles
10 Best Practices: Mobile Time and Attendance Tracking
Constructing Your Overtime Policy (and Free Sample Overtime Policy)
Smart Attendance Policies for the Hourly Workforce
What is the Difference Between Time Theft vs. Wage Theft
9 Performance Management Best Practices for Hourly Workers
Posts by Tag
workplace culture
Workforce Management
Wage Garnishment
Time Tracking