To avoid this unconscious bias and the damage it can do to your leadership legacy, try the following tips:
- Focus on what your remote has accomplished, not on whether you can see them accomplishing it.
- Build trust with your remotes during your one-on-ones. Take the first five minutes to get to know them personally, inquire about non-work issues, and ask them for feedback on how you can communicate better.
- Remotes can’t just drop in for helpful feedback, so clarify your performance expectations frequently.
- Make your check-ins more interactive. Screen-share slide decks and spreadsheets so that you both see what’s going on.
Give remote workers the trust and attention they deserve. Doing so can make them your highest performers.