Most managers would agree that encouraging employees to perform at their peak productivity levels is challenging enough in a traditional office environment, let alone with those working from home. While this may seem like a daunting task, it’s actually easier than you might imagine. Here are some effective ways a manager can deal with underperformance in a remote workforce while keeping morale intact and boosting productivity:
Identify the Root Cause
• Check workload balance: Is the employee overwhelmed, or do they lack challenging work?
• Assess tools and technology: Slow internet, poor software, or lack of resources can cause inefficiency.
• Clarify expectations: Sometimes “underperformance” is really misaligned goals.
Set Clear, Measurable Expectations
• Define specific deliverables, deadlines, and quality standards.
• Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound).
• Document agreements so expectations are transparent and trackable.
Improve Communication & Feedback Loops
• Schedule regular 1:1 check-ins to discuss progress, roadblocks, and needs.
• Provide real-time feedback instead of waiting for performance reviews.
• Encourage two-way communication—underperformers may be hesitant to ask for help.
Use Performance Metrics & Accountability Tools
• Leverage project management platforms (Asana, Trello, ClickUp, etc.) for visibility.
• Track progress with objective KPIs rather than subjective “effort.”
• Utilize cutting-edge technological tools like MySammy to accurately measure productivity levels of each individual.
Provide Coaching and Support
• Offer skill development opportunities if the underperformance is due to lack of training.
• Pair with a mentor or peer buddy for accountability.
• Create an individual improvement plan with milestones.
Address Motivation & Engagement
• Recognize good performance publicly.
• Show how their work contributes to team/company goals.
• Encourage autonomy while balancing accountability.
Document and Escalate When Necessary
• Keep a written record of conversations, improvement plans, and progress.
• If performance doesn’t improve after support, escalate to HR or consider restructuring roles.
Model Trust and Empathy
• Approach issues with curiosity, not blame.
• Remote workers may be struggling with isolation, burnout, or personal challenges.
• Demonstrate flexibility (adjusting schedules, offering wellness resources) while still holding employees accountable.
The most effective managers address underperformance by combining clear expectations, structured accountability, and empathetic support—ensuring employees have both the resources and the motivation to succeed. You can begin the process of ensuring that your remote workforce is as productive as possible with MySammy. Our cloud-based software is designed specifically for managers of work-from-home employees. MySammy accurately measures productivity levels without the need for blocking websites or using “spyware.” In fact, MySammy is intended to be used in a completely transparent manner, so each employee will understand that their productivity levels are being measured. Sign up for your FREE trial of MySammy today!
