Den M.

While remote work comes with its own set of challenges, foundational performance management remains the same. Before jumping to conclusions, try understanding the 'why' behind the performance dip. Is it a tech issue, a personal struggle, or a lack of clarity? A conversation can uncover hidden roadblocks you might not even be aware of. Understand if the issue is a matter of skill... or will. Instead of focusing solely on the problem, shift the conversation towards solutions. Collaboratively brainstorm strategies to address the issue. Maybe it's adjusting deadlines, offering additional support, or even re-evaluating their workload. Then, agree on an action plan moving forward along with a follow-up plan with timelines.

Delegation is a frequent challenge for successful individual contributors thrust into leadership. It starts with a mindset shift. Delegation isn't about offloading your workload, it's about strategically empowering others. I'd have them start by identifying tasks that can be entrusted to others. Then, look for opportunities to match tasks with individual strengths and development goals. Advise them to provide clear expectations, offer support, and then step back to let them shine. Remind them that true leadership isn't about doing it all yourself, it's about inspiring others to rise to the occasion. Delegation isn't a sign of weakness, it's a testament to your trust in your team and your vision for the future.

Remember, accountability isn't just about punishment; it's about progress. Real accountability shouldn't be about pointing fingers or instilling fear, but about fostering a culture of ownership and growth. Empower your team members to take responsibility for their actions, to learn from their mistakes, and to strive for excellence, not because they're afraid, but because they're invested. As leaders, we can cultivate this environment by setting clear expectations, providing regular feedback, and, most importantly, leading by example. When leaders own up to our shortcomings and demonstrate a willingness to learn, we create a culture for others to do the same.

Two things to avoid-- decision fatigue and analysis paralysis. Remember, not every choice is life-altering. Free up your mental energy for the big stuff by streamlining the small stuff. Automate your routine, delegate tasks, and embrace the beauty of imperfection. Instead of endlessly analyzing every option, embrace the power of 'good enough' and 'we can always adjust and adapt.' Set a time limit for decision-making, trust your gut, and move on. Decision fatigue and analysis paralysis are real, but managing it will make you a more effective leader.

Remote or in-person doesn't change the equation much -- it isn't just about what they do, but how they do it. It's about recognizing the unique challenges they overcome - the isolation, the blurred work-life lines, the tech hiccups. So, ditch the one-size-fits-all approach. Tailor your appreciation to the individual. Maybe it's a handwritten note highlighting their resilience, or a virtual coffee chat celebrating their wins. It could even be championing their ideas in a company-wide meeting, giving their voice the spotlight it deserves -- hello, sponsorship! Remember, appreciation isn't a transaction, it's a connection.

Education and empathy. These are two key factors in gaining greater emotional intelligence as a leader. When you educate yourself through listening, studying, or understanding your own experiences, you are acquiring the foundational lessons you need for the second part, empathy. Using those lessons, and pausing to reflect empathetically, rather than react, can help you better navigate emotions and situations.