icon
Home icon

Home

Jobs icon

Jobs

Reviews icon

Reviews

Network icon

Network

Resources icon

Resources

|For Employers icon

For Employers

logo
about
careers
FAQs
privacy policyterms & conditionsfor employers
112k
20k
icon
© 2022 Fairygodboss. All rights reserved.
My ProfileMy MessagesMy NetworkMy SettingsGroupsEventsMy PostsLog Out
Mystery Woman
Tell us more for better jobs, advice
and connections
YOUR GROUPS
Discover and join groups with like-minded women who share your interests, profession, and lifestyle.
COMPANIES YOU FOLLOW
Get alerted when there are new employee reviews.
YOUR JOB ALERTS
Get notified when new jobs are posted.
Your post is published!
Anonymous
06/09/20 at 8:24PM UTC
in
Career

Is it my remote employee or is it me?

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?

Share

Join the conversation...
Susan Graye
star-svg
153
Global Talent Attraction & Acquisition Leader
06/11/20 at 2:05PM UTC
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.
Clydene Horrigan
star-svg
783
Process improvement is my game
06/10/20 at 9:51PM UTC
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.
Lady Pele
star-svg
3.96k
Retired Project Manager
06/10/20 at 12:12PM UTC
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).
Holly Zach
star-svg
33
06/10/20 at 12:39PM UTC
I am a big fan of recaps for all partners. Having the employee recaps will identify what they heard and what was discussed versus what you thought they heard. It is also helpful if some of the deliverables are further out so that each of you can look back at the recap if there are questions.
Rebecca Lee V
star-svg
2.22k
Operations Analyst
06/10/20 at 1:52AM UTC
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.
Lindsey Hamm
star-svg
276
"I don't fail. I either WIN, or LEARN."
06/09/20 at 10:40PM UTC
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. :)
Jennifer A
star-svg
968
06/09/20 at 9:57PM UTC
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!
Annetta Moses
star-svg
1.31k
Consumer Insights and Strategy Leader
06/09/20 at 9:26PM UTC
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.
Anonymous
06/09/20 at 10:23PM UTC
I agree with this suggestion! Perhaps a reminder/recap of priorities - "expectation is to have X, Y, and Z done by this date." If written next steps aren't realistic maybe you both say them at the end of the call to ensure you're aligned. Another thing to consider as you're reviewing the work performed is if it was done incorrectly, or correct but not the way you would have done it. I've personally been slowed down by perfectionism and trying to do things exactly as my leader would.
Kathryn McDaniel
star-svg
134
Seeking to connect mission with constituents.
06/09/20 at 8:51PM UTC
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.

You're invited.

See what women are sharing on Fairygodboss.
What's new today
wand-button
Personalize your jobs
Get recommendations for recent and relevant jobs.
Employer Reviews
Quest Diagnostics
3.5
Join the Quest Women's Leadership community so you can...
Marsh McLennan
4.6
When you are being interviewed by the hiring manager and...
Recent Content
4 Subtle Habits That Influence Team Morale — And How Best to Implement Them
‘We Have to Humanize the Workplace:’ 3 Traits This Director Says You Need to Excel in Engineering
Expert Advice for Growing an Empowering Career at a Great Company — From a VP of Talent Development
icon
© 2022 Fairygodboss. All rights reserved.
  • about
  • careers
  • FAQs
  • privacy policy
  • terms & conditions
112k
20k