How to Deal with Underperformance in Remote Teams

Introduction

Remote work has unlocked global talent, improved work-life balance, and boosted productivity for many organizations. But it’s not without challenges—one of the most persistent being underperformance in remote teams. When employees are miles apart, managers may struggle to detect performance issues early and address them effectively.

Unlike in-office environments, remote setups lack casual supervision and organic check-ins, making it easier for poor performance to go unnoticed or unaddressed. In this blog, we’ll explore how to identify, manage, and prevent underperformance in remote teams—ensuring productivity, collaboration, and morale remain high.

Understanding Underperformance in Remote Teams

Before diving into solutions, it’s critical to understand what underperformance looks like in a remote context. It’s not just about missed deadlines. It can also involve:

• Inconsistent communication
• Low engagement in team meetings
• Declining work quality
• Lack of initiative or ownership
• Failure to meet measurable goals

The reasons behind underperformance in remote teams are often nuanced and can include:

• Poor work-life boundaries
• Lack of clarity around expectations
• Limited access to resources
• Personal or mental health struggles
• Feelings of isolation or disconnect

Identifying the root cause is the first step in turning performance around.

 How to Address Underperformance in Remote Teams

 1. Set Clear Expectations

A lack of clear goals and deliverables is a breeding ground for underperformance. Remote employees need precise direction to stay aligned.

Action Tips:

• Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound)
• Document responsibilities and KPIs
• Revisit goals regularly in 1:1s and team check-ins

According to Gallup, employees who strongly agree they know what is expected of them are 2.7 times more likely to be engaged at work. (Source)

 2. Leverage the Right Tools

Digital disorganization can slow down even the most motivated employee. Equipping your team with intuitive tools is key to minimizing confusion and improving accountability.

Must-Have Tools:

• Project management: Asana, Trello, or Monday.com
• Time tracking: Clockify or Toggl
• Communication: Slack or Microsoft Teams
• Performance tracking: 15Five or Lattice

Consistency in tool usage helps managers monitor workloads and address underperformance in remote teams early.

3. Prioritize Regular Feedback

In a remote setting, feedback isn’t just helpful—it’s essential. Employees can’t improve what they don’t know isn’t working.

Best Practices:

• Offer weekly 1:1s to review progress
• Use a mix of positive reinforcement and constructive criticism
• Provide specific examples and clear action items
• Encourage two-way feedback

Timely and supportive feedback can quickly shift a struggling remote worker onto the path of improvement.

4. Provide Coaching and Development Opportunities

Not all underperformance stems from negligence. Sometimes, it's a matter of missing skills or outdated knowledge. Invest in your team's growth to address performance issues proactively.

Ideas to Implement:

• Offer virtual training and certifications
• Assign mentors for peer coaching
• Use performance reviews to identify development gaps

Resources like Coursera or edX offer affordable courses tailored for professional development in remote settings (Coursera).

 5. Build a Culture of Accountability

Creating a high-performing remote team requires a shared sense of responsibility.

How to Foster Accountability:

• Use daily or weekly stand-ups
• Publicly celebrate achievements and milestones
• Encourage ownership of tasks and outcomes
• Avoid micromanaging—trust but verify

Accountability doesn’t mean surveillance—it means clarity, consistency, and autonomy with oversight.

 6. Address Personal Challenges with Empathy

Sometimes, underperformance in remote teams is tied to personal challenges—burnout, family issues, or mental health concerns.

Ways to Support Your Team:

• Provide access to mental health resources
• Normalize discussions about well-being
• Offer flexible schedules when needed
• Listen without judgment and follow up consistently

According to the World Health Organization (WHO), an estimated 12 billion working days are lost each year to depression and anxiety globally (WHO).

A compassionate approach improves morale and fosters loyalty.

Preventing Underperformance Before It Starts

Being proactive is always better than being reactive. Here’s how to get ahead of performance issues:

• Hire intentionally: Screen for self-motivation and remote-readiness.
• Onboard effectively: Design a structured onboarding process that sets clear expectations from day one.
• Monitor engagement: Use pulse surveys or engagement tools like Culture Amp to spot signs of disengagement.
• Encourage peer recognition: Platforms like Bonusly or Kudos promote a sense of belonging and team spirit.

Conclusion

Managing underperformance in remote teams doesn’t have to be daunting. With clear expectations, strong communication, the right tools, and an empathetic leadership style, you can turn performance issues into growth opportunities. Remember, remote team success is built on trust, support, and accountability—not constant oversight.

If you’re ready to improve your remote team’s productivity and performance, start by identifying gaps, creating transparent processes, and investing in people, not just systems.

Call to Action

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FAQ: How to Deal with Underperformance in Remote Teams

Q1. What causes underperformance in remote teams?
A: Causes can include lack of clarity, poor communication, isolation, inadequate tools, or personal challenges like burnout.

Q2. How can managers detect underperformance early in remote setups?
A: By tracking KPIs, holding regular check-ins, monitoring communication patterns, and using performance tools.

Q3. What tools help address underperformance in remote teams?
A: Tools like Asana, Slack, 15Five, and Clockify help monitor tasks, communication, and productivity.

Q4. How do you give feedback to remote employees who are underperforming?
A: Use specific, timely, and constructive feedback. Frame it around improvement, not blame, and involve the employee in finding solutions.

Q5. Can underperformance in remote teams be prevented?
A: Yes, with clear expectations, proper onboarding, regular feedback, and a supportive work culture, many performance issues can be avoided.