The shift to remote work has revolutionized the workplace, offering employees flexibility and convenience. However, it has also introduced significant challenges for employers, particularly in training, supervising, and managing employee performance. As organizations adapt to this new normal, they must reassess how they support their workforce and address performance-related issues.
Employers have a duty to provide employees with adequate training and supervision to ensure they meet performance expectations. In an office setting, this process is straightforward through direct observation, real-time feedback, and in-person mentorship. However, remote work disrupts these dynamics, making it difficult for supervisors to assess whether employees are receiving the necessary support to succeed.
Without regular in-person interaction, employees may lack access to informal mentorship opportunities, such as hallway conversations or lunch meetings with senior colleagues. These moments are crucial for professional development, especially for junior and mid-level staff. In their absence, employees may struggle without realizing they need help, which can ultimately impact their performance.
One of the most significant challenges in a remote work environment is determining whether an employee’s substandard performance warrants termination for cause. Employers must be able to prove that an employee received adequate training, instruction,...
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