program management

How Program Managers Can Effectively Manage Remote Employee Performance

program management

As a program manager, it’s essential to effectively manage your remote employees’ performance while ensuring their assigned tasks are completed punctually.

As a program manager, it’s essential to effectively manage your remote employees’ performance while ensuring their assigned tasks are completed punctually. Whether you’ve been managing remote employees throughout the COVID-19 pandemic or you’re a new hire in the field of program management, remote work is likely remaining. For program managers who feel particularly challenged managing remote employee performance, Lewis-Price & Associates has a few tips to help keep employees at the top of their game. Read on to find out how you can effectively manage your remote employees’ performance without sacrificing your productivity.

Program Management: Introduce Task Management and Communication Tools to Monitor Performance

Managing remote employees doesn’t have to be an overly complicated process. By introducing task management and communication tools into your company’s strategic plan, you can monitor your employees’ productivity weekly. Task management tools like Asana and Trello can help remote employees effectively manage their assigned tasks every week, ensure that they’re marked off as complete or pending, and move them into their designated place markers to indicate their weekly performance. This can help program managers gain greater insight into their employees’ workloads and team progress. Additionally, communication tools like Slack and Discord can help employees effectively communicate their performance on a casual platform rather than through email communications.

Pay Attention to Employee Output 

For program managers, it’s easier to get stuck on the details of how many hours an employee spends working rather than looking at their total output. Pay attention to your employee output by reviewing the quality of their work rather than their weekly hours at the company. If your employees meet their deadlines, produce high-quality work, and clients praise them — that’s a sure signal that they are effectively managing their hours at the company. This is especially important in remote work environments where a doctor’s appointment and children at home can sidetrack an employee for part of the day. If you’ve noticed an employee’s dip in the quality of work, schedule a one-on-one meeting to touch base and get them back on track.

Encourage Employee Wellness to Increase Performance

Program managers should actively encourage employee wellness to increase productivity. Employees who maintain their wellness are more likely to be productive at work than employees who experience burnout from minimal breaks and continued screen time. Encourage your remote employees to take lunch breaks, step away from the computer for an afternoon walk, and communicate with management when any difficulties may arise. According to a Workplace Wellness Study performed by Global Wellness Institute in recent years, work environments that do not contribute to wellness reduce their employee productivity levels by at least 17%. Looking to learn more about program management and employee performance? Contact Lewis-Price & Associates today!

About Lewis-Price & Associates Inc.

Lewis-Price & Associates, Inc., is a fast-growing mission solutions company supporting federal agencies through premiere training, program management and IT services. Serving federal agencies across the government spectrum, from defense to civilian, we ensure the success of ongoing federal agency operations through effective curriculum development, professional coaching, program management, and administrative and technical services. Lewis-Price is committed to providing high quality, effective and on-time solutions to partners and customers through a team that values integrity, intention and excellence in everything we do. Learn about how we can bring our unique approach to success to your organization today at, and please follow us on LinkedIn, Facebook, and Twitter.


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