Você como Executivo Principal deve estar atento ao desempenho de todos do seu grupo de trabalho. Assim que você enxerga que um dos seus funcionários executivos remoto não está produzindo de forma eficaz, é o momento de marcar uma videoconferência com ele e entender quais são os motivos de sua baixa produtividade. Após a conversa com ele esteja atento as suas ponderações. Se realmente ele está com dificuldades de entrega, peça a ele para passar uma semana presencial e você como Líder dele dê o suporte que ele precisa. Assim você de forma indireta, coloca o seu executivo remoto em uma situação de rever seus trabalhos e entregas. Se no presencial ele voltar a produzir bem, informe a ele que ele poderá retornar ao modelo remoto.

First and foremost, it’s essential to ensure that the remote executive employee clearly understands the expectations and deliverables of their role. Having a well-defined picture of what is required can make a significant difference in performance. Regular check-ins are crucial in this scenario. They provide an opportunity not only to get updates on progress but also to hear about any challenges the employee may be facing, so you can provide support and clarification. And let’s be honest, being remote shouldn’t be seen as a barrier. With the right communication channels in place, you can maintain a strong connection and support the employee effectively.

To address performance issues with a remote executive, start by clarifying expectations and KPIs. Have an open, empathetic conversation to identify underlying challenges, such as burnout or resource gaps. Provide specific feedback and create an action plan with measurable goals. Ensure they have the right tools and support, adjusting workloads if needed. Regular check-ins and leveraging project management tools help with accountability. If issues persist, evaluate the role’s fit with the executive’s skills. Clear communication, feedback, and ongoing support are key to resolving performance challenges and ensuring long-term success.

Begin by identifying specific performance gaps with clear, data-driven examples to ensure the conversation is grounded in objectivity. Schedule a private, candid discussion to understand the underlying causes—whether they stem from unclear expectations, resource limitations, or personal challenges. Collaboratively develop an action plan with measurable goals, defined timelines, and regular check-ins to track progress. Throughout the process, maintain professionalism, empathy, and a solutions-focused mindset, reinforcing the importance of their role and contributions to the organization. When handled with respect and clarity, this approach can lead to improved performance and strengthened trust.

I would address performance issues with a remote executive by first arranging a private, constructive conversation to identify the underlying causes. I would focus on specific concerns, listen to their perspective, and ensure expectations are clear moving forward. Together, we would set achievable goals and establish a timeline for progress, offering necessary support or resources. Regular check-ins would follow to ensure sustained improvement and maintain open communication.

Instead of immediately addressing the performance issues head-on, I’d first challenge the status quo by asking the employee to assess their own performance. This allows them to take ownership and reflect on areas they believe need improvement. Then, I’d flip the script and encourage them to identify opportunities where they might not have the full freedom or support they need. The goal is to break down the conventional “employee underperforming” mindset and instead turn it into a partnership where we both take accountability. It’s about empowering them to find their own solutions while aligning with the organization’s strategic vision.