Employee Evaluation in a Virtual Environment

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  • 0:03 What Is a Virtual Environment?
  • 0:52 Measuring With Deadlines
  • 1:45 Measuring With Quality Checks
  • 3:02 Measuring With Feedback
  • 4:38 Lesson Summary
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Lesson Transcript
Instructor: Tara Schofield

Tara has a PhD in Marketing & Management

Providing a quality employee evaluation in a virtual environment can be challenging. However, using the suggestions in this lesson, you can effectively evaluate the work your employees are doing.

What Is a Virtual Environment?

Do you do any work from home? Ever take a day away from the office to focus on emails or website updates or data entry? In this day and age, so much can be done using computers and the Internet that it's not always necessary to have employees at a specific workplace.

When employees work only in a virtual environment, they are still responsible for meeting deadlines, attending virtual meetings, and contributing to the overall success of the team and company. However, one of the challenges of having workers in a virtual environment is being able to provide employee evaluations when there is no face-to-face contact or personal observation of an employee's work.

Managers must use other methods to evaluate performance and give feedback. There are several ways supervisors can conduct employee evaluations in a virtual environment.

Measuring With Deadlines

One measurable way is by keeping track of deadlines. Most projects have due dates that employees must meet. Whether a person is responsible for one portion of the project or the entire assignment, meeting a deadline is one indication of how effective an employee is.

For example, let's say you are managing a team of six virtual human resource employees who have been tasked with creating job descriptions for every position in the entire company. Understanding that there are nearly 300 different positions, you anticipate it will take nearly a year to complete the project. You have divided your staff into teams of two. Each team will be responsible for preparing 100 job descriptions. Because each person has additional responsibilities beyond writing the job descriptions, the goal is to complete 25 unique descriptions each quarter. The expectations are clear and each team will be measured by the same deadline.

Measuring With Quality Checks

The second way is measuring with quality checks. Having standards of performance for virtual team members is an important way to analyze individual work. The metrics must be measurable, meaning there are clear ways to evaluate the quality of the person's work. They must also be consistent. If multiple team members are doing the same type of work, the standards must apply to everyone. The quality checks must also evaluate the most important elements of a person's work. For instance, if a person is responsible for customer service, one quality check needs to be the positive attitude and effectiveness in problem solving they exhibit when communicating with a customer.

Returning to our job description project, there are several quality checks that can be implemented. Each team is responsible for working with the managers of each department for which they are writing the job descriptions. They must interview the managers, fill out the questionnaires about each position, and create unique job descriptions while utilizing the standard format. As you review some of the questionnaires, you see that two of the teams are not gathering all of the appropriate information. They are leaving required sections blank or getting very basic answers. This results in your staff members wasting their time, and the time of the managers, to gather more information. The quality check shows they are not meeting the expectations of the project.

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