Virtual team building activities are crucial to engage and develop a remote workforce. Explore the top 27 remote team building activities to try today
Team building is one of the most effective investments that organizations can make in their people practices. For one, it definitely augments engagement in the workplace which has a direct impact on productivity and performance. Statistically speaking, 75% employers rate teamwork and collaboration as very important, which is a direct outcome of team building. At the same time, 86% employees believe that a lack of collaboration is what leads to workplace failures.
While there is no doubt that team building is vital for organizational success, the transition to remote work is definitely adding challenges in the way. Thus, most organizations today are augmenting their capabilities to spearhead and run virtual team building activities in an attempt to ensure seamless collaboration and engagement, albeit remotely.
Virtual team building or remote team building activities are a set of efforts and initiatives that an organization undertakes to bring remote teams together. It is natural for team members to feel isolated and disconnected with one another in a remote setting. This negatively impacts productivity, engagement, morale as well as motivation. Therefore, remote team building activities aim to bridge the gap by leveraging the digital media to facilitate deeper relationships in the workplace.
Why an organization needs to focus on virtual team building is an oft repeated question. The need for virtual team building arises from the fact that as individuals we have an inherent need for belongingness and interaction, which takes a back seat in a remote setting. More often than not, the physical distance of working remotely turns into emotional distance where employees start feeling isolated. This leads to a drop in a sense of belongingness and engagement at work.
The objective of digital team building activities is to foster seamless collaboration between coworkers and create an empowering environment of support and positive relationships. Invariably, virtual team building activities are not only aimed at augmenting workplace productivity, but they also facilitate employee wellbeing, in a situation of complete isolation.
Initially, the shift to a remote workforce was considered to be a temporary measure and organizations did not brainstorm on virtual team building activities. However, now it seems to be the new normal and increasingly organizations are realizing that normal video calls may not be the most effective tool to drive team building. More often than not, normal calls end up as a buffer time for employees to finish other chores on mute and video off, putting in almost negligible effort towards virtual team building. In the same light, there are a few efforts that organizations can explore to make virtual team building a possibility. While we will discuss specific activities in detail in a later section, this will give organizations a macro view of the initiatives that can be planned:
The morning chit chats on reaching office before one gets down to the business of the day were one of most effective means to boost team building. It gave the employees a chance to learn about their coworkers beyond what they do at work. As a part of virtual team building, many organizations are setting up these simple everyday rituals which include an early morning interaction before work. It includes discussing ‘what they cooked last night, or which series or show they are binge watching or which is their latest read’. The idea is to have regular touchpoints beyond work which prompt bonding.
Icebreakers have been a fun tool for organizations to encourage employees to get to know one another before working together. With the rise of a remote workforce, virtual icebreakers are gaining weight. These are important to facilitate virtual team building and prompt strong workplace relationships. Virtual icebreakers can include activities like two truths and a lie where employees share three statements about themselves, two are true and one is not. Others have to make the right guess. At the same time, there can be rapid fire questions or other activities like clicking a picture of your work desk, among others. Such icebreakers would help employees overcome the awkwardness of engaging with one another and encourage them to explore mutual interests.
Another effective tool for virtual team building is hosting gaming tournaments. Organizations can invest time and effort to create virtual teams and have gaming sessions of Ludo, PUBG or any others that employees fancy. This would promote teamwork and collaboration in an unconventional manner. At the same time, hosting virtual scavenger hunts can be fun. Employees will have to work in teams and navigate their way to the final treasure. It would be a good idea to add greater incentive for participation by showcasing winner rewards.
While most organizations are investing in conducting virtual training and knowledge webinars, hosting fun sessions can also boost virtual team building. These activities could range from Zumba and dance to origami. At the same time, hosting stand up comedy or live music concerts can boost team engagement. It would actually be a good idea to leverage inputs from icebreakers to identify the interests of your employees and plan sessions that would generate curiosity. Not only will this add to the entertainment quotient, but will also strike conversations and relationship building among employees who have an affinity towards the sessions conducted.
As we now understand the macro level activities and initiatives that can be explored, let’s move into specific team building activities for conference calls and online games for virtual teams.
Virtual murder mystery or any other online mystery game is a great way for remote team building. Here team members are divided into small groups and are given access to a platform. There are a number of platforms online which provide these games for a small cost. Different teams receive the same clues which they have to solve with their respective team members to unravel the murderer or the mystery. While it is deeply engaging and engrossing, it also encourages people to collaborate with one another and acknowledge the strengths of different team members.
In conventional times, offsites were the prime time when employees got to know each other better and unwind from work. While a physical offsite looks difficult in the near future, organizations can explore the idea of virtual tours together. There are multiple platforms out there that are offering guided trips to exquisite locations across the world at nominal charges. Your team can together visit the streets of Paris, Rome and London, while sitting in their rooms in their pajamas. This will give them a chance to take a break from work and learn about different places that they aspire to visit.
Much like the virtual murder mystery, organizations can explore other online team building games, including virtual escape room. Like its physical version and like the name suggests, employees will be grouped into small teams and will find themselves locked in a room. They will have to explore different things in the room to find clues and solve them to actually find a way out. Not only is this a fun way to engage employees, it will also sharpen their critical thinking and problem solving skills.
One of the final virtual team building activities that will not only promote engagement between employees but also a greater interest and affinity towards the organization is Aliens Have Landed. On a simple level, it is a group activity where a few employees come together and pretend that aliens have landed on Earth. They have to explain the organization to these aliens and have exactly 5 minutes. This will spark conversations among team members, for greater collaboration. At the same time, this would prompt delegation of responsibilities as some would focus on creating the pitch, others would focus on the design and pictures, and some others would deliver the pitch. On the one hand, it will boost collaboration. On the other, it will help you understand how well your employees understand the organizations, its values and goals.
We have all played ‘Guess Who’ during our childhood days where we pick a card and describe the person without taking the name while others guess who the person is. With a similar idea, organizations are reinventing the game to match their employees. Here each team member will try to describe another one in 5-6 sentences and the others have to make a guess. Not only will this create a lot of buzz and excitement, but will also help all team members understand how much others know about them and what impression they carry.
Everyone has a bucket list, a list of items they want to tick off in their lives or before they reach a certain age. Sharing a bucket list with one’s coworkers in a remote setting is something team members rarely engage in. Most of these discussions happened over coffee breaks, which do not exist in a remote setting. Therefore, it would be interesting to schedule a conference call to encourage team members to share the top 5 things on their bucket list. While this will help employees to get to know each other on a personal level, it will also facilitate bonding amongst those who share bucket lists.
Clubs and interest groups are a norm in a conventional workplace, where employees get together based on shared interests. However, transition to a remote workforce, has left behind these acts of togetherness and bonding. Organizations should focus on building virtual hobby groups where those who have similar interests can connect and collaborate. These groups can be over whatsapp or any collaboration platform like Slack, that employees are comfortable with. An upside of having such hobby groups is that gradually, they can also come up with interesting remote team building activities and conduct the same.
Another fun activity to encourage team members to know more about one another and to facilitate bonding is two truths and a lie. The rules are simple, employees put down three points about themselves, out of which two are true and one is a lie. The person themselves or someone else from the team will read aloud those statements and others have to guess which one is a lie. In the end, the person reveals which one is actually a lie and those who guessed it right, score a point.
While outings, team lunches and dinners were a norm during the old days, they have come to a standstill in the new normal. However, we may not be able to go out, but employees can still have happy hours together. Organizations can simply order some nice food items and drinks to be delivered to the homes of their team members, and everyone can enjoy a meal together over a video call, with random conversations and chitchats.
This virtual team building activity also takes everyone down the memory lane. Treasure hunts were almost a daily affair for everyone. So, why not take a stab at conducting the same virtually? The rules are simple. Those organizing the event can create a list of items that are generally available at every household and share a few items every few minutes while those participating have to search for those items and send a picture within the designated time. The one with the most pictures in the least time wins. There can be another twist to the game by encrypting the clues in riddles which employees have to solve and then find the item, click a picture and share.
There are multiple platforms out there which organizations can explore to conduct this virtual team building activity at absolutely no cost. The process is simple, everyone logs onto the pre-decided platform and the platform automatically selects a team member and random and assigns a word. The selected participant has to use the virtual paintbrush to draw the word in the best way possible and others have to guess the same. The one who draws the best and guesses the most wins.
Many employees miss dancing at office gatherings and events. Why not take dancing to their homes. Organizations can either conduct dance or zumba sessions for their employees by collaborating with some expert. At the same time, they can simply get a video from the internet and play it live for all team members, who must copy the steps. Not only will this be a great way to stay fit, but watching others and oneself performing steps in a goofy way will bring on a lot of laughter to the team.
The uncertainty and ambiguity that has accompanied the last year has been stressful for almost everyone. Meditation has been one way that has helped individuals maintain their mental wellbeing. Taking cue from that, organizations can conduct guided meditation sessions to encourage their employees to learn about different aspects of meditation and focus on their wellbeing.
Celebrating birthdays, work anniversaries, etc. have been an integral part of team building for most organizations. It is often said that a team that celebrates together, stays together. Organizations must continue celebrating important milestones, albeit virtually. Simply sending a cake or a goodie basket along with a collective celebration over a conference call can make a lot of impact when it comes to boost employee morale and motivation. This will also enable team members to get to know each other more than just work and create long lasting bonds.
Quizzes have always been a great tool to bring people together and facilitate interaction. Organizations can conduct virtual quizzes on different topics which can either be specific to their industry to ensure that team members are updated on the latest trends, or just for fun with random questions. One of the team members can be the quiz master, while others can participate. Some goodies or prizes for the winners will definitely boost participation for this virtual team building activity.
GIFs are the new thing in town and leveraging them as one of the tools for online team building games is definitely worth a try. Conducting a GIF is actually a piece of cake. The process is quite simple. All participants can connect over any collaboration or messaging platform and the one conducting the activity can share a random phrase or sentence, like ‘The cutest elephant’. Others have to send different GIFs which they feel describe the phrase shared the best. While this is no competition, it is sure to bring about many laughs on the table.
We are all aware of the Japanese paper folding art, Origami. However, in a virtual set up, organizations can add a twist to the ancient art form. The rules are easy to follow. Simply divide all employees in teams of two. Send a list of origami instructions to one of the team members and instruct the other one to collect the required material. Now the one with the instructions has to verbally explain the folding process to the other, to create the end product. On the one hand, it will be really fun to relive the childhood days. On the other hand, it will help gauge the communication level of team members, i.e. how well they are able to express their thoughts and how well the other one listens, comprehends and performs.
The above 17 virtual team building activities have been adopted by many organizations and have proven to deliver great results. However, many organizations also struggle with breaking the ice when team members join the calls. The result is awkward silence and a direct jump to the activity at hand. Fortunately, there are some amazing icebreaker questions that organizations can experiment with before conducting the online team building activities.
The secret to conducting virtual team building activities during quarantine in a way that ensures success lies in using the right platforms and tools. Simply using the same conference call platform to conduct all activities may not be the best way out. Here is a list of tools organizations can leverage:
Mentioned above is a comprehensive list that organizations can leverage to refine their team building efforts and customize them for a remote workforce. However, before embarking on any of these activities, organizations must make an effort to gauge the employee pulse to understand the gaps that these activities need to bridge. Here, platforms like SuperBeings with their pulse surveys can help organizations gauge the level of engagement and areas of disconnect for employees. Based on these insights, the platform shares data-backed action steps for managers, aligned with industry standards and benchmarks for sustainable impact. As the scope and nature of work has changed in the remote setting, so have employee expectations about team building and engagement. Organizations need to stay on top of the new trends to attract, develop and retain the top talent.
Find more tools to take your employee engagement to new heights, book a free demo today with Superbeings!
It is no longer an assumption that the traditional approach to annual goal setting and review has run its course. The VUCA world demands more quick and adaptable business models.
While the agile values and methodology was initially created for software delivery, you can apply the same to transform how you set and achieve your business goals.
In this article, we will focus on:
Traditionally, goal setting has been a very static and long-term process for organizations. Here are a few key components of traditional goal setting and performance management:
This form of goal setting and performance management had relevance for organizations operating in steady and stable market conditions.
However, in today’s VUCA world, the pace of change is skyrocketing and organizations unable to tide with the same are finding it extremely difficult to survive, let alone thrive.
Some of the reasons to reimagine goal setting for VUCA world include:
While it may not be apparent in the first look, agile and OKRs are quite complementary and combining the two can be a great step for growing organizations. Here’s why —
Here are a few reasons why you should combine agile and OKRs for your organization:
Now that it is clear why working agile and OKRs together makes sense for growing organizations, let’s quickly explore the top ways in which you can apply agile techniques to your OKR framework to make goal setting and performance management suitable for the VUCA world.
In this last section of agile and OKR for better goal setting and performance management, we will uncover the top framework.
We have combined the best components of different frameworks like waterfall goals, delivery agile, scaling, full stack agile, into a single framework with 5 major components that can help you enhance the complementary potential of agile and OKR
This approach can help you leverage the benefits of agile methodologies and OKR framework to impact all aspects of organizational structure for achievement of goals, including the culture, strategy, initiatives, tactics, etc. The framework is premised on:
If you are struggling with combining agile and OKRs for your organizations, chances are you are focusing on activity based key results which often resemble agile steps, leading to confusion and inability to meet goals.
For instance, if you have an event coming up and wish to successfully execute the same, the objective will be common, with specific value based key results for each team.
If you look closely, while the objective is shared, key results are spread across sales, marketing, and even product/ services teams
Your agile and OKR framework should enable you to get the best of both worlds when it comes to results. Agile results by nature are qualitative in nature and focus on the features that you wish to ascertain in a specific period of time. On the other hand, OKRs are driven by metrics. Thus, you can use a combination of the two for effective results:
The combination can help you create an ideal balance between outputs and outcomes which are both critical when it comes to goal achievement and performance management.
Using data and not relying solely on opinions will help you set agile OKRs which don’t under or over estimate the goals. For instance, if the market data on traffic to a new website in your industry is 20,000 clicks in one week, your OKR can focus on reaching 25,000 to make it aspirational but achievable up to 80%.
However, if you set the target at 50,000 or above, it will become too far fetched and the team might not even strive for it. On the flip side, if the target is only at 10,000, it will not encourage your employees to push the boundaries. Thus, you need to replace opinions and command OKRs with data backed experimentation.
Self organizing teams are important for growing organizations as they proactively take onus and ownership of achieving OKRs and lead to a greater degree of success. Step away from controlling detailed plans for each OKR and encourage the leadership to provide direction.
To conclude, if you combine agile and OKR, you have for yourself a clear model for success which you can easily apply to goal setting and performance management. Furthermore, leveraging the right technology resources can help you stay on track and enable you to thrive in the VUCA world.
Like most fast growing organizations, you might also be leveraging the OKR methodology to set, implement and facilitate effective goal setting to maximize growth. If not, you should start using OKRs ASAP.
OKRs not only provide an excellent goal setting framework but also drive high performance when implemented strategically. Most importantly, with enhanced goal visibility and transparency, OKRs ensure that everyone is on the same page which is the foundation of a cohesive and high performing culture.
In this article, we will discuss 8 ways in which you can adopt the OKR methodology to build a thriving company culture.
A high performance and thriving company culture is based on the foundation of clarity and focus. When there are 100 things to focus on, your employees will eventually lose sight of what’s actually important and might feel burdened with non-priority tasks. This will lead to a poor employee experience and limited productivity, both situations that prevent an impactful culture.
However, when you apply the OKR methodology, you will be able to limit your focus on 3-5 top priorities which will attract attention, energy and efforts across the organization. You will then be able to create a high performance culture by dedicating all your resources to the key priorities to realize impact.
A culture that thrives on collaboration, teamwork and alignment is one which creates maximum impact. The OKR methodology can help achieve this in an effective manner. On one hand, everyone is clear about their role in the OKR achievement, which makes collaboration seamless because everyone is on the same page and no one steps on the shoes of others.
On the other hand, OKRs can help your employees align their responsibilities and tasks with the overall vision of the organization, motivating them to contribute to the big picture.
To learn more about how to align teams using OKRs, read this
Recent times have shown that uncertainty and ambiguity will continue to mark the new normal. Thus, a culture of agility, resilience and responsiveness is critical for fast growing organizations. The OKR methodology can help achieve the same.
OKRs are cognizant of the changing environment and have the flexibility to be adapted to the same.
More importantly, you can leverage the OKR methodology to foster a culture that focuses on outcomes and is not fixated on the tasks to achieve the outcome at hand.
One of the top challenges of building a great company culture is a siloed approach and annual reflection. This leads to surfacing of major risks and problems which result in high rates of attrition, absenteeism and lower levels of motivation, productivity, etc.
However, the OKR methodology adopts an approach of continuous engagement and reflection. You can create a regular cadence to check OKR progress for each of your team members, even daily is effective.
This continuous engagement and reflection can enable you to preempt risks before they surface and leverage the power of communication to address them in real-time. Invariably, a culture built on continuous engagement leads to greater impact and high levels of performance as well as employee satisfaction.
The lack of transparency is one of the key obstacles for many fast growing organizations that seek to create a thriving company culture. A way out often seems difficult to navigate. Fortunately, the OKR methodology can help address this challenge as well. When you use OKR, especially with the support of an effective OKR tool, you can facilitate high levels of transparency.
Everyone in the organization will not only know their role, but also will have a complete view of the level of performance for others. Such transparency can help you increase coordination of efforts and give everyone the visibility of what’s happening across the company.
You may agree that most fast growing organizations these days seek to replace a strict hierarchy with a more flat organizational structure that facilitates inclusion of diverse ideas, thoughts and opinions. However, many struggle when it comes to actually implementing this thought.
Adopting OKRs can solve this problem.
By nature, the OKR methodology is based on a collaborative foundation where a top-down approach compliments a bottom-down approach for goal setting.
This suggests that while the skeletal structure of the goals might be laid down by those in the top leadership, you can give all employees the freedom and autonomy to create OKRs for their teams and verticals.
When your employees participate in setting the OKRs they have to execute, the level of ownership is much higher. Thus, you can leverage the OKR methodology to create a thriving culture built on greater ownership and a flat organizational structure.
With a focus on continuous engagement and reflection, the OKR methodology can help you facilitate open communication and feedback. Many studies have shown that a culture that facilitates regular feedback along with open channels of communication is more likely to thrive than one which does not.
In the OKR methodology, when you constantly track your OKR progress (download our free template for tracking OKRs), you will be armed with data backed insights to offer regular feedback for your employees. Furthermore, you can also leverage the same to start meaningful conversations with your team members in case you feel that there is any kind of disconnect. Such open communication can help you create a truly inclusive culture when employees feel their voice is heard.
Finally, a company culture that thrives has two major components supporting it, accountability and recognition.
The OKR methodology is an answer to both these challenges.
Now that you know how the OKR methodology can help you in many ways to create a thriving culture, it is also true that as a fast growing organization with multi-pronged focus, leveraging OKRs is a challenging task. To address the same, you can collaborate with an integrated OKR tool like SuperBeings to automate the OKR adoption and maintenance.
With SuperBeings, you get to —
With performance management becoming a critical part of organizational success, giving effective employee reviews is becoming a crucial part of a manager’s responsibilities. While regular employee performance reviews focus on illustrating the strengths and what worked for employees and the organization at large, there needs to be an equal focus on areas of development in case of poor work performance.
If you look closely, writing negative employee reviews is often considered to be more difficult because the words need to be chosen very carefully. It needs to have a developmental tone rather than a critical one.
As the term suggests, negative employee reviews are reviews delivered to employees who have underperformed and need to be pulled up to the expected levels. It involves a variety of components which include:
To get actionable ideas of how to deal with poor performance issues at work, read this
Writing and delivering negative employee reviews is very important for any organization that seeks to maintain a high level of employee performance. It is critical to ensure that:
When you are writing negative employee performance reviews, you need to be extremely cautious of the words you choose. Using the right words will help the receiver acknowledge and work on the suggested points, while using words that are too harsh or critical can lead to adverse consequences. There are a few reasons which make the choice of words extremely important.
The same review when offered with the right words can be more powerful and have a larger influence.
For instance a statement like ‘you interfere too much in the work of others’ can be seen as a personal attack and may yield a defensive response from the receiver.
However if you frame it in a different manner like ‘if you give others greater autonomy and freedom to work in their own way, you will be able to inspire greater creativity and innovation’, you will be able to put your message across and also help your employees understand how it will make a difference.
Download: Free guided 1:1 meetings template to get personalized meeting recommendations
In addition to being cautious of the words you use, there are a few other tips which you must keep in mind while writing negative performance reviews, including:
While giving negative reviews is difficult, don’t beat around the bush and get straight to the point. However, instead of directly saying what isn’t going well, try adopting the sandwich approach. Start with a positive comment, add areas of improvement and end it with some suggestions and action items.
Example: Tina has an excellent eye for detail and is very dedicated to her work. However, she often misses the deadlines which has led to a delay in 30% of her projects resulting in poor client experience. It would help her performance greatly, if she is able to prioritize her work better and keep an organized calendar for timely delivery. She can consider using the latest project management tools to facilitate better prioritization.
Second, negative employee reviews should focus on the job or the role and not the person specifically. Steer away from using words or phrases which may end up combining performance and personality of the person. Your review should be specific towards performance challenges and not generalize that performance challenge is a personality trait.
Example: Instead of saying, “you are not punctual”, you can say that “I have seen you arrive late for meetings frequently, leaving shorter time for discussions. It would be best if you could be more punctual to respect others' time and make the most effective use of the same.”
When you are writing negative performance reviews, you must focus on the progress and how a change in behavior and attitude can help them in the long run. Simply mentioning what went wrong and the associated process might lead to demotivation.
Example: Some of your work has had grammatical errors in the past, maybe because you were trying to complete a lot at once. I am sure if you prioritize some tasks and create an action plan, your work quality will be better.
Don’t simply give negative employee reviews about the problem area, but back it up with facts and data points. This will help you illustrate a pattern and establish that your review is not based on a single incident. Also, it will make your review more credible and authentic and not just a few words strung together. This will also help you in being very specific.
Example: It has been observed that 40% of your customers claim that you don’t have adequate knowledge of your product, leading to a poor experience.
There might be some performance parameters which are difficult to add quantitative data points to. In such cases, you can offer specific examples of underperformance, especially if it has been repetitive. It is ideal to have at least 2-3 instances of poor performance to make your point stronger.
Example: It has been noticed that in the aspiration to get your work perfect, you end up delaying projects. It was observed in project X with client A, project Y with client B as well as when the internal submission for Z was due.
Pro-tip: Use our free Performance Review Phrases template to get 50+ examples of writing a negative review positively
Once you write the negative employee reviews, you exactly know what you want to say to your employees. However, the way you deliver it also has a big impact on how it is received. To make the process simple, we have compiled a list of some of the best practices to help you deliver a poor performance review in the best way possible:
If you are delivering a negative performance review, it is best to do it in person, or if your team is remote, over a video call. If you deliver it over an email, you cannot be sure of the tone and context in which your words will be read.
It might backfire by being read as more critical than developmental as per the intent. Furthermore, when you are delivering the negative reviews face to face, you can also use your gestures and body language to facilitate authenticity and empathy.
No matter how poor the performance has been, when you are delivering negative employee reviews, you should stay away from yelling or using foul language. Since the focus is on facilitating development for your employee, yelling will only defeat the purpose, making the employee demotivated and pushing them towards even lower levels of confidence and motivation. Furthermore, it will negatively impact your organization from an employer brand perspective. It can also create a negative impact on the wellbeing of your employees.
While delivering the review, you may want to add some personal stories or anecdotes if you have yourself been through something on those lines. This will help you connect better with your employees and make them trust you more. Furthermore, it can enable you to illustrate how they can turn poor performance into something better with a live example in front of them.
Your negative review shouldn’t be a monologue where you deliver what you have written with the employee absorbing it as a passive recipient. Instead, make it a dialogue by putting forward questions to understand the reasons behind poor performance and how you and the organization as a whole can help turn the table. Hearing their side of the story is extremely important before deciding on the next steps.
When you are delivering negative employee reviews, you need to create a safe environment. It should not be harsh and the employee should feel comfortable in receiving what you have to offer. Also, make sure you deliver the review privately and not publicly shame your employee. They should see it as a developmental conversation in a safe environment, where they can also voice their opinions.
Finally, negative employee reviews need to be regular and not come as a surprise to your employees at the end of the year. Regular reviews will give your employees enough room to improve their performance. Furthermore, it will give them a clear picture of what to expect when the year closes.
To learn how SuperBeings can help you have guided conversations around negative performance review with AI recommendations based on performance and goals history as well as maintain a steady cadence to maximize the impact of such conversations, see this
After you have delivered the negative reviews to employees, the natural next step is to create a plan for improvement to help your employees reach the level of performance you expect out of them. This is a critical part of the performance management and talent development process for employees who have been consistently underperforming. Here are a few ways you can help your employees improve their performance.
If you have reached this level of negative employee reviews, you and your employee would be on the same page about their level of performance. Thus, it is best to create a list of action items that can help them improve their performance. To create the next steps, you must:
Next, your focus should not only be on planning the action items, but documenting them as well, because once they are out of sight, they’ll be out of mind. Furthermore, documenting them will help you remember the agreed steps and track progress every now and then.
Clearly document what needs to be achieved, by when and how. It can be a good idea to encourage your team members to constantly document their experience as well to help discuss what has been working well and what needs to improve.
Depending on the performance issue, you may want to introduce a performance improvement plan for your employee. It is a formal tool to address performance challenges which outlines specific goals and expectations along with clear actions that need to be undertaken over a duration of 30-90 days.
For more details on PIP, check out A guide to implementing a performance improvement plan (PIP)
You also must set up a cadence to discuss performance improvements or challenges once the next steps are agreed upon. Unless you connect regularly to discuss the status, you might find yourself at square one at the end of the next performance review period as well.
Depending on what needs to be achieved, you can set a weekly, fortnightly or monthly cadence to connect with your poor performers. While it may be seen as a regular review, it will also act as a reinforcer for them to ensure there is some improvement everytime the cadence to meet comes up.
When you are determining the next steps, it is important to identify the associated metrics as well. For instance, if you want your employee to become more detail oriented, your metric can focus on reduction in errors by a specific percentage over a specific duration of time.
The metrics will help you measure whether or not there has been an improvement in the performance as desired or not. At the same time, the metrics will help your employee move towards a specific goal.
While you have a set cadence, you may also want to check-in or follow up from time to time to make your employee comfortable enough to reach out to you in between your cadence for connecting. The follow ups can be over emails or calls or simple messages to check if everything is on track and to offer them any support whichever is needed. Especially in the beginning, you may need to check from time to time in case there’s any additional support that the employee needs to work on the action items.
Finally, to ensure that your negative employee reviews translate to impact, you must focus on evaluating progress. Use the metrics you defined to gauge the level of progress and document it whenever you evaluate the same. This will help you establish a trend over time.
Furthermore, if you feel the progress is below expectations, try to understand the rationale behind the same to check if putting the employee on a performance improvement plan will make more sense.
By now, you must have gained a clear understanding of how to write, deliver and follow up on negative employee performance reviews constructively. If you are keen to learn how best to connect negative performance issues with regular 1:1 meetings with your team members with technology, book a quick demo with one of our executives. We would love to show you around :)