Three Ways to Ace the Long Distance Performance Review

It’s a virtual workplace, right? So, it’s no surprise when you’re doing your mid-year or even year-end review that your boss may be conducting it from San Francisco while you’re working from home in Boston.

Whatever the case, there are a few ways to make an indelible, positive impression on your supervisor throughout the year from a distance.

Assuming your boss follows these guidelines to review your performance from the Harvard Business Review, you should be good to go.

1. Don’t focus solely on results. As suggested in the piece, if your boss evaluates your performance on results and behavior, you’re on the right track. Although some supervisors may rate your performance on hours worked, it’s not necessarily the wise thing to do. In a virtual environment, behavior is more difficult to assess but hard working telecommuters manage to remain ethical, above board, and still meet deadlines without cutting corners.

2. Engage the disengaged. If you’re just coasting and doing your job, that’s one thing but to go the extra mile is another. When you’re on a conference call, speak up. Ask questions, let your points be heard. In a virtual environment, it’s very easy to become invisible. Not only that, you may feel disconnected to the organization as a whole.

The piece suggests getting active. If your manager doesn’t ask you to submit suggestions for performance metrics as an example, volunteer to do it anyway. If your boss isn’t proactive, this means you need to raise your hand.

Plus, especially if you’re a new employee, you should know ahead of time how your performance will be evaluated from a distance so you’ll know what’s valued and what to put your focus on.

3. Forget about employee self-evaluations. As per the piece, employee self-evaluations are a no no. Seriously, are they truly effective? Who is going to rate their own performance as less than average? You won’t have much of a say on this one because if your employer requires it, they require it, but if they don’t ask for it, simply stated don’t do it. Actually, you should ask for feedback throughout the year from your supervisor instead of waiting until the midyear or year-end performance review to take stock.