To address a team member's remote performance issues, start by scheduling a one-on-one meeting to understand the challenges they face, whether it’s workload, technology, or personal distractions. Set clear expectations and provide feedback with actionable solutions. Offer support through training, resources, or adjusting their work environment. Use performance metrics to track improvements and maintain regular check-ins. Foster open communication and accountability, ensuring they feel supported and motivated to overcome obstacles, ultimately improving their performance.

Four steps- That’s it: 1- Be human: Have a normal conversation with the person; don’t load the talk with management jargon. The goal is to understand the person’s situation. 2- Show cooperation: Be empathetic and share your views on performance. Don’t measure or use metrics. 3- Set goals: Set small goals. Help the person visualize the path to accomplish them. Make them realize their contributions and how these impact the larger vision of the team or organization. This will help people feel more valued. 4- Be a serving leader for your team: This approach helps everyone feel comfortable connecting with leadership. The most important thing in an organization is how open leadership is to team members in terms of communication and coordination.

First things first, don't judge or assume! Have a real conversation, the employee might not even be aware that their performance is dipping. See what's changed, how can you support them maybe they are just having a bad month. Open lines of communication, set measurable goals, remember to check in and always recognize the efforts to get better. Also ask the employee if there is anything that the manager can improve on to support them, it's a two way street and neither walking it alone!

First, I start by checking in with them privately and in a non-judgmental way to understand any underlying challenges—whether they're personal, technical, or related to workload. Once we identify any issues, we can set realistic, short-term goals to help them get back on track, offering any resources or adjustments that might make their work easier or more manageable. Sometimes, simple adjustments or more regular check-ins can make a big difference. It’s also crucial to offer feedback in a way that reinforces trust and shows I’m there to support, not just to evaluate. Addressing performance dips with a focus on problem-solving and understanding helps them feel valued, and it ultimately strengthens our team as a whole.

in dealing with team member's remote performance issues, first thing to do is try to find out what the cause of the challenge is. put a call through, preferably a video call and have a one on one conversation with the team member. allowing them to say what the issue is freely , be empathetic and then find a way to assist them in resolving the issue