It's essential for managers to ensure that all employees are assessed fairly during performance reviews –especially in a hybrid environment where this can be more challenging. Writing for the Harvard Business Review, Scott Behson Writing for the Harvard Business Review, Scott Behson, a professor of management and Silberman Global Faculty Fellow at Fairleigh Dickinson University, outlines three things employers can do to evaluate employee performance equitably in a hybrid setting.

Why organizations must find 'creative approaches to performance evaluation'

"With some employees working most of the time at the office and others working most of their time remotely, it's essential that evaluations are not unduly influenced by the amount of time a manager sees his or her employee face-to-face," Behson writes.

For many organizations, the transition to remote or hybrid environments has not been smooth. However, in his research, Behson noted that traditional management practices, including frequent goal-setting, peer feedback, and progress reporting, are still important.

"The difference was in how companies now need to apply these principles," he shares, noting that certain companies have been successful in hybrid workplaces by doing these three key things more creatively during evaluations.

1. Highlighting culture and values

According to Behson, "[i]t is crucial for hybrid workplaces to have all employees understand and act according to the values of your organization — regardless of where they work."

An organization's approach to performance evaluations can reinforce a common set of values. For instance, Zappos evaluates employees both on performance and whether they embody Zappos culture in their day-to-day work. "We'll fire people if they're not good for the culture, even if they are doing their work perfectly fine," said Zappos founder and former CEO Tony Hsieh.

"Values-based approaches to evaluations create a common platform for assessing performance of differently situated employees while promoting a unified workplace culture," Behson writes. "While incorporating values into performance evaluation isn't necessarily new, redoubling efforts towards this seemed to resonate particularly strongly in hybrid environments."

2. Tracking key metrics

In 2008, tax services firm Ryan, LLC transitioned to a "results-only work environment," giving employees the ability to work from anywhere at any time. Following their transition, turnover has declined while morale, engagement, customer satisfaction, and financial performance have continually increased.

For Delta Emerson, Ryan's former chief human resources officer, the key to success is a performance appraisal approach that relies on a set of established performance metrics that are constantly tracked and displayed as a dashboard that can be accessed at any time.

"Managers and employees can log on and see their dashboard. It displays their revenue targets and other performance goals, as well as where they stand and how their performance feeds into incentive pay," Emerson said. "Finally, we hold managers accountable by tracking turnover and engagement scores in their groups."

"It's important to note that Ryan's approach — which provides clarity on goals and continuous measurement of performance — translates perfectly to hybrid work environments," Behson writes. "Their system is fair and transparent for both those employees who mostly work at the office and those who mostly work remotely, and, importantly, creates accountability for managers in engaging and retaining employees."

3. Utilizing technology

Once companies determine which employee performance metrics to track, companies can use technology "to further level the playing field," Behson writes.

For instance, employees at General Electric (GE) can use an app-based system to share performance milestones with their teams and managers.

GE's performance reviews encourage collaborative conversations. During performance "touchpoints," managers can provide frequent feedback to employees, and peers can provide real-time feedback and recognition.

"This approach focuses employees and managers on continuous improvement and development, bolstering decisions on raises, promotions, and developmental opportunities which now occur year-round," Behson writes. "As a result, the app-based system helps level the playing field by ensuring employees, managers, and coworkers can better 'see' each other's work and provide feedback no matter where work gets done."

"The lesson, then, is that creative approaches to performance evaluation are not only possible, but required at hybrid workplaces," Behson writes. "It is the only way to ensure that all employees are evaluated and developed according to their merit, regardless of where they do most of their work." (Behson, Harvard Business Review, 2/3)