Does the way you’ve been measuring productivity still work with remote teams?

Working remotely is the new norm for so many companies across so many industries. Expanding or adding remote workgroups to your operations model requires evaluation of team capacity, profitability, and even growth potential for the foreseeable future. And given the unexpected challenges of 2020, remote teams were the key to survival and longevity for businesses of varying sizes.

And while we all have or are familiar with processes used to measure productivity, are those approaches effective with remote teams?

In most cases, the answer is no.

With this in mind, be intentional about establishing performance measurement processes that consider remote roles or tasks. Here are a few steps that will help you update your performance measurement process.

First, define key performance indicators (KPIs) for remote roles and remote tasks. One of the challenges that businesses have faced in applying old productivity measures to remote teams is that different jobs have different metrics. Your team may have remote workers who only work remotely during certain hours, when completing specific tasks, or based on the customers or internal departments they support.

Second, develop clear milestones for tasks you assign to an employee. Milestones are excellent indicators of progress, and they allow team members to mark progress, adjust for incidentals, and communicate challenges as they work to reach goals. Milestones also enable leaders to coach performance issues in real-time with remote teams while establishing timelines applicable to future projects.

Third, include project management software in your process. Adding software for assigning and tracking project progress ensures that work is completed and is an excellent accountability tool. Having the write project management tool for remote teams can be just as effective as a leader walking around the traditional office. It lends to accountability and consistent progress on priority projects.

You can take several other approaches to ensure that remote teams are productive and accountable, but these are some simple staples to guide you in the process. No matter which direction you take, start with the end in mind. Determine the outcomes you want from the team and identify the best methods to implement.

If you’d like to discuss how DREAM4 can support you through this process, schedule a call today.

Frequently Asked Questions

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What's the difference between personal coaching and leadership coaching?

Personal coaching focuses on individual growth and development across various professional and personal dimensions. Leadership coaching specifically targets skills needed to effectively lead teams, including delegation, motivation, and strategic thinking.

When and where do coaching sessions take place?

Coaching sessions take place during work hours while team members are on the clock at intervals that best suit your needs. Our regular cadence of coaching is every 4-6 weeks, though we customize frequency based on goals and timeline requirements. Coaching can take place online via virtual meetings, or over the phone. Local clients can opt for in-person coaching.

What are the benefits of coaching?

Coaching provides a structured approach to personal and professional development, helping people solve real problems while gaining skills that benefit both their careers and personal lives. Organizations see improved retention, satisfaction, and productivity.

How long does a typical coaching engagement last?

Most organizations see optimal results with a 12-month initial engagement, though we offer flexible terms from 3-month to multi-year partnerships. This allows for meaningful behavior change, skill development, and cultural transformation. Many clients continue beyond their initial term as they see the ongoing value of supporting their people’s growth and development.

What is the ROI of coaching?

Organizations implementing our coaching programs typically see measurable improvements in employee retention, productivity, and engagement. Our assessment tools provide concrete data on progress and growth throughout the coaching relationship.

Is the coaching process confidential?

Yes, confidentiality is a cornerstone of our coaching relationship. While overall themes and progress may be shared with management (with permission), specific discussions remain private between coach and participant.

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