Managing remote teams comes with unique challenges, especially when dealing with employee performance issues. Without face-to-face interactions, it’s easy to misinterpret productivity signals or miss early warning signs that someone is struggling.
As with any human interaction, especially when dealing with a remote team member who is not performing well, we need to approach the situation with even greater sensitivity and respect.
Before figuring out how to deal with underperforming remote team members, you have to pause for a moment to break the generic ‘underperforming’ term into much simpler, understandable terms.
As an example, a given remote team member,
- At what specific task is the performance not up to expectations? (Remember: output visibility is different in remote work.)
- At that particular task, has the performance always not been up to expectations, or is it something new? (Could be isolation-related or home environment changes).
- Have you built a good rapport with them? How well do you know them beyond work? (This is crucial for remote relationships.)
- Make a note of something they are really good at.
- Consider their timezone, home office setup, and potential distractions they might be facing.
- Evaluate if they have the right tools, technology, and resources to succeed remotely.
Then, with an improved understanding of your remote team member and the areas where performance is not par, schedule a dedicated 1:1 video call (not just a quick message!) along the following topics with an open mind.
The aim of the 1:1 conversation is to listen to them, understand potential bottlenecks that hinder their performance and to help them as much as possible. During the conversation,
- Think of something they are really good at, and mention how well they perform that task.
- Reassure them how important their input is to the organisation and how much you value their contributions.
- Discuss whether there is anything you or the organisation can do to help them in their day-to-day remote work tasks.
- Ask about their home office setup – do they have a quiet space, reliable internet, and proper equipment?
- Find out whether they like to learn something new and how you can help them achieve that (online courses, virtual training, etc.)
- Explore if they’re feeling isolated or disconnected from the team. Remote work loneliness is challenging and often invisible to managers.
- Find out whether there are any obstacles in their remote working routine and how you can help eliminate those.
- Discuss communication preferences – do they prefer Slack, email, video calls, or something else for different types of interactions?
- If you know them well, you can ask how they are doing in terms of health, family life, hobbies, etc. (especially important as remote workers often struggle with work-life boundaries)
You might not be able to help them immediately. However, what they might desperately need is a pair of listening ears without being judged, especially from their manager – something that’s even more critical in the remote work environment where casual conversations are often overlooked.
The most successful remote teams I’ve worked with have leaders who understand this fundamental truth: remote work amplifies both performance issues and performance solutions.
In a Nutshell
Sometimes ‘underperformance’ in remote teams isn’t about capability. It might stem from poor chemistry with colleagues or a manager, a lack of clarity, or personal circumstances that aren’t visible through a screen. As a remote team leader, you must always aim to build genuine relationships with your team members, not just professional connections. Remember, everyone’s remote work journey is different – different home situations, different challenges, different strengths. As a remote team leader, your goal is to respect and appreciate those differences and encourage collaboration to operate as a well-oiled remote machine, where each team member feels valued, supported, inspired and connected to the same organisational goals, regardless of their physical location.
I am curious to hear how you would deal with underperforming remote team members. What unique challenges have you faced? Feel free to share your thoughts in the comments below.
🎯 Need Expert Help?
If you’re facing challenges with remote work, I offer 1:1 coaching and tailored support to help you succeed at remote setup. Whether you’re just starting out, growing as a remote contributor, leading a team, or launching a remote-first start-up, Remote Winners offers targeted 1:1 coaching to help you thrive in a distributed world. We also provide tech consultancy services—from idea-to-product guidance to cloud deployment and cybersecurity reviews—to help organisations strengthen their technology and processes.
If you are unsure where to begin, drop us a message and we’ll be in touch.
