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    KPIs For Remote Employee Engagement

    For every organization, employee engagement is the foundational factor that leads to productivity and business efficiency. When a large or a considerable section of your employees work remotely, this engagement is more crucial and extremely difficult. Hence, the manager and the HR team make additional efforts to keep every employee engaged and to improve communication.


    However, how can you check if your efforts are actually revealing results?


    Below we have discussed 4 major key performance indicators that can help in measuring the performance of your remote team.

     
    KPIs to Measure for Remote Employees


    In remote work, the situation is much different than anticipated. You can’t communicate with employees whenever you want and you can’t measure their performance by merely observing their work patterns.


    Check out the below KPIs to understand how you can measure the performance of remote employees. 


    1.    Quality of Work


    Ideally, you can’t gauge the importance of a remote employee with the time they spend on their work. When you shift to remote employees, you need to shift from hours spent to quality delivered.


    If you have one employee, you can check the quality of work by measuring the performance and delivery of this employee with an in-house employee or through customer satisfaction. If you have other remote employees, you can compare and see which employee is working better. For instance, the time it takes to complete tasks and the number of revisions needed.


    2.    Type of Outcome


    If you are used to working with remote employees, you can tell that there’s not much difference in the working of both the categories. This means that there should be no difference in measuring the performance of both types of employees.


    So, you can calculate the outcomes of the task delivered by remote employees. For instance, creating measurable goals or benchmarks to see how well an employee is responding to these deadlines. 


    If you are receiving the desired outcome from their work, the employee is beneficial for the organization. If not, then you need new remote employees.


    3.    Customer Satisfaction


    Honestly, a lot of your metrics are dependent on customer satisfaction. If you have a value for this metric, you have an estimated value on other metrics. There’s no doubt about that.


    For this reason, customer satisfaction is also one of the most important metrics of our list. Here’s what you can do:


    During your regular customer feedback cycles, try to decipher how happy the customer is with your work. If the customer is able to receive the desired outcome and he is happy with the product you are offering, then your remote team is on the right track. Whenever the customer complaints, try to understand where mistakes are being made and understand how remote employees are contributing to these mistakes.


    One thing that you can do to improve outcomes and customer satisfaction is to clearly define your expectations. After understanding customer’s expectations, deliver the right thing to the employee for enhanced outcomes.


    If you fail to make the employee understand what you need, it is highly unlikely for them to get things right initially. 


    4.    Internal Feedback


    Internal feedback is the easiest way of evaluating the performance of a remote employee. You can talk to the HR manager, team manager, and other team members. If people have to say mostly good things about the remote employee, then their engagement is appropriate. If not, then you may want to make some amends. 


    Conclusion


    While the above factors may not give you exact numbers on measuring remote employees’ performance, it can give you a clear idea. So, use these KPIs to know if you are working with the right remote employee or not. Evaluate the situation and make the necessary adjustments in your employee engagement patterns. 

     

    About the Author

    Kamal Rastogi is a serial IT entrepreneur with 25 yrs plus experience. Currently his focus area is Data Science business, ERP Consulting, IT Staffing and Experttal.com (Fastest growing US based platform to hire verified / Risk Compliant Expert IT resources from talent rich countries like India, Romania, Philippines etc...directly). His firms service clients like KPMG, Deloitte, EnY, Samsung, Wipro, NCR Corporation etc in India and USA.


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