Ensuring accountability and supporting remote teams is critical to maintaining performance and fostering a collaborative culture. Below are key strategies need to be followed to address underperformance effectively: Set clear goals, KPIs & timelines for each team member. Use regular check-ins & project management tools for visibility. Provide constructive feedback through one-on-one sessions. Identify root causes — skill gaps, personal challenges, or unclear expectations. Offer upskilling opportunities & mentorship support. Foster a culture of openness, accountability & recognition. Use performance reviews to realign & motivate. Encourage peer collaboration to boost engagement. Address persistent issues through structured PIPs.

Effectively managing underperformance in a remote team requires a structured approach that balances accountability with support. Clearly defining roles, responsibilities, and key performance indicators (KPIs) ensures alignment with organizational goals. Regular one-on-one check-ins facilitate progress tracking, provide constructive feedback, and address challenges proactively. Open communication and access to necessary resources enhance efficiency and engagement. Recognizing achievements fosters motivation, while targeted coaching supports professional development. By cultivating a culture of trust, collaboration, and transparency, leaders can drive sustained performance, ensuring a high-functioning and results-oriented remote team.

Whether working remotely or in-person, I’ve used a system of the “uns” to manage teams. I employ the 4 “uns” as accountability tools for both leaders and team members. The first “un” is “unaware.” When a team member falls short of expectations, I inquire if they are aware. This could be on leadership. The second “un” is “unable.” I assess whether the team member is in the appropriate role & possesses the necessary tools to succeed. This may still involve leadership involvement. The third “un” is “unwilling.” If this is the case, I immediately offer the fourth “un” as unemployed. Accountability is a collective responsibility among team leaders. We must be willing to examine the “uns” & identify ways to support the team and their success.

Remote work management can be a challenge: checking in regularly and encouraging the team, reiterating goals, designating successful activities, and celebrating simple successes can help with resetting when a team might be under performing. Some market conditions can be incredibly challenging and it’s important to keep communication close and positive for Successful positive environment