Remote work has become a tradition in 2020 and has brought new challenges to organizations. While productivity has risen by more than thirteen percent after these long-distance changes, employers are still struggling to find a way to measure and gauge the productivity of remote workers. Make sure the KPIs for remote users are not clear or unambiguous
What Are Effective KPIs for Remote Employees
KPIs or key performance indicators are tools that help employers measure employee performance in a realistic, verbal manner. When it comes to performance and reproduction, there are many vague assumptions. Again, each employer or manager has their own concept of success. Some may find employees who are on time to work, while others may not be fully aware of their time as long as they complete their work on time.
In this case, how do you ensure that all employees are judged fairly and effectively? Here enter the KPIs for remote employees in the picture. They serve as a reference for employers when evaluating employee performance. Remote KPIs are targeted and provide a good indicator of performance for remote users.
When you have teams working remotely, KPIs are very effective. If you don’t know when employees start working or how many vacations they take, the only effective way to measure their productivity is to define KPIs for employees that are remotely available for each activity. This allows you to create remote work-based reward advice for your employees.
So how do you ensure effective KPIs for remote workers?
There are several ways to view KPIs for remote users, but one of the easiest and most effective ways is to make sure the KPIs for remote users are SMART. SMART is a planning tool, but it really works for KPIs as well. After all, KPIs are a way to plan success. The SMART KPIs are:
Don’t set goals like ‘improving the quality of the blog’. The ambiguity will only lead to more violence. Be specific about your expectations, and speak well of them. A good example of a real goal could be:
- Proofread all the blogs and make them error-free.
Setting up KPIs for remote users should help you measure performance. Ensure that KPIs for remote users are measured in clear and accurate terms. If you measured the target mentioned above, it would look like this:
- Proofread 20 blogs and ensure they are error-free.
Many leaders believe in raising the bar to encourage their team to do more. But there is a difference between raising the bar and preparing for the impossible task. If KPIs for remote employees are not available, it reduces your employees and they will not be able to do as much as they can. Check the number of your employees before setting up KPIs, so you will know if the KPIs you have set up for remote employees is possible or not.
The work ethic in each company is different. What is considered important in one organization may not be as important in another. In this case, the structure of the KPIs varies from job to site. However, it is important to remain fit for action. ‘Dressing appropriately’ may be good advice, but it may not be a KPI for remote employees because it doesn’t care about the work of your employees unless they are in a customer-focused role. Here is an example of KPIs for an administrator:
- Calculate the working hours of all your team members and report it to the Human Resources department.
KPIs set up for remote users can be good in some cases, but if they’re not timed, you can’t count them. Take the above example – submit 20 blogs and see that he wasn’t wrong. The employee knows clearly, clearly, and clearly defined what is expected of him, but he does not have a time limit to work within. In one month, which lasts for three months, an employee can complete 20 blogs. Do all these employees work the same way?
In order to have a clear understanding of the performance and composition of your employees, you need to make sure that KPIs for remote employees have a defined time frame. This way, you and your employees have a clear picture of what is expected vs. A good example would be:
- Proofread 20 blogs by the end of the month and ensure they are error-free.
SMART KPIs are tried and tested in many organizations and have proven to be an important tool for employee evaluation.
Consider OKRs as an Add-on
Many organizations use remote worker KPIs to measure and evaluate effectiveness. So, when Google acquired OKR, there has been a significant shift in OKRs. OKR Objectives and Key Results – is a testing method developed by Andy Grove of Intel. This system allows you to set goals and commit to important rewards that seem like small goals to your employees. A good example of OKRs would be:
Objective – Increase website traffic by 50%
Key result 1: Create 50 pieces of informative content for visitors.
Key result 2: Promote created content on social media.
Key result 3: Run a Google Ads campaign to gain more visitors.
You may be wondering what the difference is between OKRs and KPIs for remote workers. The main difference is that KPIs are goal-based activities while OKRs are objective goals. To understand this again, look at one example:
Proofread 20 blogs by the end of the month and ensure they are error-free.
Objective – Improve the blog quality
Key result 1: Proofread all the blogs in the next quarter
Key result 2: Create guidelines for content creation
Key result 3: Run all content assets through QC
The important difference between the above examples is that KPIs are related to the same function, while OKR combines all functions according to a goal. So, which one should you use?
You need to use both systems to be successful. Remote staff KPIs are very helpful for ongoing projects and short-term goals. So, if you’re starting a new project or want to align your company’s goals with a specific goal, OKRs are your best bet.
Effective Metrics for Remote Workers
No matter what method you use to test, or what you think will happen after testing, it all falls into the “how” category. How do you study them? What measures do you use to monitor remote workers? Although many organizations have their own idea about this, the BSC manufacturer has developed these metrics to form three main pillars:
- Effective communication
- Employee learning skills
Unsurprisingly, self-management is a top priority when it comes to KPIs for remote users. A remote worker can only act as their abstinence. And when your entire team is shared, it’s critical to consider, evaluate, and reward self-discipline. But how do you measure a vague idea of self-control?
Set up metrics so that self-control is measured against each activity. Measure through the following steps:
- Was the task completed on time?
- If not, was it communicated in time?
- Was it up to the expected quality mark?
- If not, were the reasons communicated in time?
These questions will help you evaluate an employee’s self-discipline in tangible and measurable terms.
According to Buffer’s 2019 State of Outer Work report, 17% of respondents said talking or joining their team was the biggest challenge they faced while working remotely. Communication is a painful concept in remote work. And making sure your team practices effective communication techniques can reduce this problem.
You can use the following factors to quantify effective communication:
- Are the requirements for the task communicated to the supervisor effectively?
- If working in a team, are all relevant factors shared with the team members at regular intervals?
- In case of a glitch or blockers, is the issue informed immediately?
- Were the instructions paid attention to? Is the quality as expected?
- In case of delays or quality issues, were explanations provided before the deadline?
- Is all the documentation crisp, clear, and error-free?
Although this description never ends, it gives you a clear understanding of your team’s communication skills.
Employee Learning Skills
Remote work throws a key into your routine. Teams have to deal with slow communication routes, equipment crashes, network failures, and more. In addition, while these problems can be easily solved in the office, they are not easily solved in a remote area. Your team should be well equipped to learn new things as soon as you can follow the instructions to T. This is where an employee’s training skills come into play.
Measuring learning abilities can be difficult because everyone learns differently. Thus, the acquisition of new technologies and their application can be easily observed. You can use these questions to illustrate these skills:
- Do they take up learning new skills of their own volition?
- If confronted with a task that requires a new skill set, do they volunteer to learn it?
- When a new skill is learned, how is it applied to the task?
- How long does it take for them to learn the new skill?
- How effective is their work after the acquisition of new skills?
- How quickly do they understand instructions?
- How well do they perform tasks after getting thorough instructions?
These questions will help you master the learning skills of your employees. An employee with the ability to learn is a great thing for your organization.
There are several ways to look at employees ’KPIs remotely because each organization has a different set of requirements. As such, this gives you a general idea of how to configure your KPIs for remote users.