Is it my remote employee or is it me?

Question

I've been having a really hard time managing a new team member remotely. They're enthusiastic and definitely have the skills for the job, but after our Zoom meetings--which always seem to go well--the execution is never what I'd hoped for. Sometimes they're late, sometimes they've totally missed what we talked about. Is this my fault?

Kathryn McDaniel · Answer

Not your fault, perhaps a lapse in communication on both sides?  I did WFH for years.  And when I had clear, concise guidelines, I was able to deliver.  I found that working with my managers more vague style of instruction was difficult.  We started weekly check-ins and project status updates, more often as needed.  This helped her understand where I was and to get me back on track, or continue, without getting too far off the path.  That short check-in made a difference for both of us early on and we both developed a great relationship using our individual communication styles.

Annetta Moses · Answer

I agree with Kathryn. There may be miss communication on both sides.  You may want to consider having the employee write a recap of the meeting and emailing it to you or you writing the recap and sending it to your employee. That way, you both know what is due when. If a work report is due, instead of letting the employee design it, provide an example.

Lindsey Hamm · Answer

I always assume positive intentions no matter what. I do think that this can happen in the office too though. I would say meet with your employee in a coaching session.  Go over your expectations and things that you would like to see. I would also set deadlines, and them things like, 'when do you think you can have this done?' Ask them if they have any challenges or obstacles that you can help with? Is there anything you can do, to help them in their role? Is there anything you need or should know about to be the best boss to them that you can be? Be supportive, but hold them accountable as well.  Find out just how much they are doing too. Are the items that you are discussing adding to a long list that they already have? The employee could feel overwhelmed and unsure of where to start, and at the same time, they don't want to let you down. :)

Clydene Horrigan · Answer

I often share my screen during meetings and take notes that everyone can see. It helps make sure we are all in the same page. Because they can see what I’m writing, they can correct misunderstandings in the meeting. As a bonus, I just hit send when the meeting is over, so it saves me time.
Ask your employee to do that because the it will be I her own words.

Rebecca Lee V · Answer

Are you writing up the Zoom meeting in an email, providing specific points of what they are needing to do? I would recommend this and if they aren't following through at least then you know where the fault lies.

Jennifer A · Answer

Consider also that when 'in the office' it's easy to check in with your boss with a quick question and see his/her expression on where you are headed.  Remote work doesn't have that.  My boss has a very different style from what I am used to and if I hadn't had time with her in the office before the WFH movement we both would have feelings of failure right now.  Because we had a year of interactions in person, I can 'see' certain facial expressions in my head based on her tone of voice.

I also work with someone I have only met in person once.  It took almost six months to figure him out via voice calls and email.  I pushed phone conversation early so that I could hear how he responded to my questions and sent a lot of gifs and emoji's when we started working together so that he would get an impression of me.  It really helped as when I messed up, instead of an 'I'm sorry' he got an 'I'm sorry' with a face palm gif.  We now have a great working relationship but it was a hard go around at the start.

Good Luck!

Susan Graye · Answer

I recommend sending a follow up message after the call with a recap and reiterating what they're accountable for and in what timeframe.  In addition, I learned the importance of candid conversations with your employees about 'where they are missing the mark' and asking questions to understand if there are ways you can help.  As this is a person to person situation - the key is direct and candid communication.

Lady Pele · Answer

Asking the employee to recap the meeting is a great idea.  It ensures you're on the same page for the how much of what by when.  You can also see if they understand why and the priority of the item(s).

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