How To Hold Remote Workers Accountable  

Vaccine or no vaccine; herd immunity or not; viruses eradication or not, remote working in some form is here to stay.  Over the years, managers have tried a variety of means to ensure their office employees are productive – time clocks, screen trackers, required office time, and observed heads down activity.  While these approaches may make the manager feel they are in control, they rarely lead to increased productivity.
Zoom Call with Team Members

Tom Peters, the legendary management thought leader, says, “I think the soundest management advice I’ve heard is the old saw ‘What gets measured gets done.’”  Herein lies the key to holding remote working team members accountable – implementing a measurement tool.

Each team member should have an accountability scorecard that specifically identifies those measurable results to determine success.  With an accountability scorecard in place and when reviewed regularly by the leader and team member, there should be little surprise over job performance.

The success factors on the scorecard should be worded to be answered Yes, No, Incomplete, or Not Applicable along with a short Notes section.  The leader and team member jointly review each success factor and agree on whether or not the item was accomplished.  You’d be surprised at the level of productive conversations that take place.

The scorecard should be a living, breathing document updated continuously as the job changes.  Creating the scorecard in a document shared by the leader and team member allows both to update the document real-time between reviews.

Whether working in the office or remotely, having an accountability scorecard reviewed regularly by the leader and team member eliminates the need for mind reading, minimizes micromanagement, and ensures success.

Click here to see a sample Performance Acceleration Tracker.

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