Ask HR: How to Maintain High Performance While Working Remotely

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

Our company is expanding remote work after closing one of our regional offices. I don’t want performance to suffer after our recent success. What can I do as a manager to counter our loss of face-to-face connection and maintain high performance? — Amir

Your concern is understandable. Transitioning to remote work can impact team cohesion and performance. Nevertheless, with deliberate strategies, it’s still feasible to sustain and even improve productivity while promoting a sense of connection among team members. Being intentional about communication, recognition, and team engagement is critical.

Here are some practical ways to support your team:

1. Prioritize clear and consistent communication. Remote work thrives on transparency. Establish regular check-ins to keep your team aligned and offer a forum for questions and updates. Consider:

• Weekly team meetings to discuss goals, progress, and roadblocks.

• One-on-one check-ins to provide personalized feedback and address individual concerns.

• Asynchronous updates through platforms such as Slack or Microsoft Teams to keep information flowing without overloading calendars.

2. Acknowledge and reward contributions. Recognition plays a critical role in maintaining motivation. Small, thoughtful gestures can reinforce your team’s value and dedication. You might:

• Celebrate wins publicly via a companywide email or a virtual shout-out during meetings.

• Offer spot bonuses or gift cards for exceptional work.

• Provide extra time off to reward sustained effort or significant achievements.

3. Cultivate connection and collaboration. Without organic office interactions, creating space for informal bonding is essential. Foster connection by hosting virtual coffee breaks or team-building activities — these can be casual and optional. Encourage peer-to-peer recognition, where teammates can highlight one another’s contributions. Pair team members for cross-functional projects to maintain collaboration across departments.

4. Set clear expectations and measure outcomes. Remote success relies on clarity. Outline deliverables, timelines, and performance metrics while trusting your team to meet these standards. Be outcome-focused rather than micromanaging day-to-day processes.

5. Model flexibility and empathy. Acknowledge the challenges that come with remote work, such as balancing personal and professional responsibilities. Encourage open dialogue and adaptability, both of which strengthen loyalty and productivity.

Your proactive approach is already a decisive step toward maintaining high performance. By fostering communication, recognition, and connection, you’ll set your team up for long-term success — no matter where they work.

I work at a warehouse where I suspect one of our workers occasionally comes into work under the influence of drugs or alcohol. Can our supervisor request the employee submit to a drug or alcohol test? — Sanchez

This is a sensitive situation, and you’re right to approach it carefully. Ensuring a safe work environment is crucial, but it’s also vital to follow the proper procedures when handling concerns about a colleague.

Your company’s drug-free workplace policy should outline the process for handling situations like this, including whether reasonable-suspicion testing is permitted. Reasonable-suspicion testing allows a supervisor to request a drug or alcohol test if there are observable and objective signs that an employee may be under the influence.

If you have concerns, the best course of action is to report your observations to your supervisor or manager. Focus on the specific behaviors you’ve noticed — such as unsteady movements, slurred speech, or unusual conduct — without making assumptions or personal conclusions. It’s important to avoid labeling the situation and instead share objective facts.

From there, it’s management’s responsibility to assess the situation. Typically:

• Qualified supervisors trained to identify signs of substance use must observe and document their concerns.

• Many workplaces require at least two managers to verify the behavior before requesting a drug test.

• If reasonable suspicion is confirmed, the employee may be asked to submit to a drug or alcohol test in accordance with company policy and legal guidelines.

Keep in mind that the behaviors you’ve observed could also be due to stress, fatigue, or a medical condition. This is why it’s crucial to let trained supervisors handle the next steps.

By raising your concerns through the proper channels, you’re supporting a safer work environment while ensuring fair and respectful treatment of your colleagues.