1. Clear Expectations and Goals: • Define clear performance goals • Set expectations for communication • Use outcome-based metrics 2. Fostering Open Communication: • Regular check-ins and one-on-ones • Use a variety of communication channels • Encourage open and honest feedback 3. Utilizing Interactive Tools: • Use video conferencing • Leverage project management tools • Employ virtual team-building activities 4. Building a Sense of Belonging: • Recognize accomplishments and achievements • Offer opportunities for professional development • Encourage informal social interaction • Celebrate milestones and successes 5. Leading with Empathy and Support: • Show appreciation and understanding • Embrace servant leadership • Be a role model

Remote performance reviews can feel distant if you are not intentional. I try to keep everyone engaged by doing three things: - Start with context, not ratings. I open with a quick recap of goals, wins, and challenges—it sets the tone and reminds everyone this is a conversation, not a scorecard - Make space for reflection. I ask open-ended questions like, 'What are you most proud of?' or 'What felt harder than expected?' It invites honesty and ownership - Use visuals and shared docs. A simple slide or shared doc helps keep us aligned and makes the conversation feel more grounded—even over video call - And I always end with: ‘What support do you need from me going forward?’

When leading a remote performance review, keeping everyone engaged is crucial for a productive conversation. Here are some practical tips: Set a Positive Tone: Start with a friendly greeting and acknowledge the team’s hard work. Keep it Interactive: Instead of just talking at people, ask questions. For example, What challenges did you face this quarter? or How did you feel about the project outcomes? Recognize Contributions: Publicly celebrate achievements and contributions, even small wins. It gives everyone a sense of accomplishment and keeps the team motivated. Focus on Growth: Frame feedback as an opportunity for development, not just critique. Encourage a growth mindset by focusing on strengths and areas for improvement.

It is about connection, clarity, and consequence. Mandala of Context: Begin with shared goals. A review without context is like a soldier without a map. Asymmetric Dialogue: Don’t dominate. Use questions to uncover unseen performance, unspoken struggles. "What constrained your outcomes? Where did you gain unexpected strength?" Visible Accountability: Share the structure of the review beforehand. Documentation and Commitment: Every session must end with a written pact—goals, timelines, and support promised. Engagement is a byproduct of purpose and perceived fairness.

When leading a remote performance review, keeping everyone engaged requires intentional planning and active participation. Start by setting a clear agenda and sharing it ahead of time. Use interactive tools like polls or chat to encourage input. Be concise and focused to respect everyone’s time. Invite open dialogue, asking questions that promote honest feedback and engagement. Recognize achievements to build positivity, and ensure everyone has a chance to speak. Finally, follow up with a summary and actionable steps to keep momentum and show that contributions matter, fostering ongoing collaboration and growth.

1.Share the agenda and goals ahead of time 2. Start with a Warm-Up or icebreaker. A few minutes of human connection improves focus and rapport. 3. Use Visuals and Tools Share your screen with a simple slide or performance dashboard 4. Make it a Dialogue, Not a Monologue. 5. Break It Into Segments Divide the review into sections (accomplishments, challenges, goals). Keep each segment to 10–15 minutes to avoid fatigue. 6. Use Names & active listening (“What I hear you saying is…”) to show attentiveness. 7. Summarize and Follow Up Close with a summary of key takeaways and next steps. Send a short follow-up email or action plan to reinforce clarity.

Running a remote performance review? Forget ticking boxes — this is about real connection. Set the scene early. Be clear on why you’re here and why it matters to them. Make it a conversation, not a report. Ask open questions: “What’s going well?” “What’s getting in your way?” Then listen. Really listen. Break it up — drop in some visuals or stories, pause often, and invite input. Keep the energy alive. No one wins if it feels like a monologue. And don’t forget to close by recognising the effort. People want to be seen and valued — especially when they’re miles away. Make it real. Make it human. That’s how you keep people engaged.

Encourage Two-Way Communication Invite team members to share their thoughts, challenges, and suggestions. Listen actively and show appreciation for their input.

Instead of making everything feel like a checkbox, make it feel like a human. Keep the conversation two-way and invite their feedback. With a clear plan, you can always make your team engaged and motivated.

Remote performance reviews don’t have to feel distant. With the right approach, they can be just as meaningful and impactful as in-person conversations. 1. Prepare and personalize: I come to the review with specific examples of the employee’s contributions and challenges. This shows respect for their work and keeps the conversation grounded. 2. Create a two-way dialogue: Instead of a one-sided assessment, I frame the review as a shared conversation. I ask open-ended questions like “What are you most proud of this quarter?” or “Where do you feel you need more support?” 3. Use video strategically: Facial expressions and eye contact help build rapport. I encourage cameras on—but only if everyone’s comfortable.