You're overseeing remote engineers' performance evaluations. How can you foster their growth effectively?

Remote evaluations? Ditch the pixelated micromanagement. It's about constructing a digital dojo, not a surveillance state. Begin with clear, asynchronous feedback, tied to explicit code commits and project contributions. Video walkthroughs, screen shares, illustrating how they broke things. Next, customized growth trajectories, tied to their interests. "You killed this API design; let's tackle distributed systems next." Utilize peer review, set up virtual "hackathons" for learning from each other. It's about developing autonomy, not merely output. We're not controlling code, we're growing engineers, creating a team that flourishes in the digital world.

Uploading a new formula for remote engineers typically depends on the platform or system being used. Here’s a general approach: 1. Determine the Platform – Identify whether the formula needs to be uploaded to a company portal, cloud-based system, or internal software (e.g., SharePoint, Confluence, GitHub, or an engineering database). 2. Format the Formula – Ensure the formula is in the correct format (Excel, MATLAB, Python script, or another format compatible with the system). 3. Upload to the System – • If using a document management system, upload the file and set the correct permissions. • If using a coding repository, push the changes to a shared repository. • If using an internal tool, follow the designated process for updates.

You want to treat all team members as though you were all sitting in an office, on-site somewhere. Approaching team member engagement in this manner can be time-consuming, but any amount of difference that you make on account of a remote team, or one team member being a full-time employee while another is a contract team member -- all of those differences will be amplified the more that you foster them. Worse yet, any differences that the leadership of the team introduces will only be compounded throughout the team. This is why it is imperative to keep and maintain these similar touch-points with all team members regardless of their status/location.

Sugarcoating problems helps no one. Create a culture where feedback—both giving and receiving—is normal, expected, and constructive. Engineers should feel safe challenging ideas, asking for help, and owning mistakes. Lead by example—be direct but supportive. If an engineer ships sloppy code, call it out with a fix-it plan. If they crush a project, let them know why it mattered. Growth happens when feedback is clear, timely, and actionable.

If an engineer isn’t growing, they’re leaving. Support their learning through online courses, mentorships, or side projects that push their skills. Encourage them to explore emerging tech, contribute to open-source projects, or present at team meetings. Make development part of the workflow, not an afterthought. When engineers see a clear path to advancement, they stay engaged and committed to the team.

Make it important to you, the leaders in the organization, that your team members are as successful and enjoy their growth when they're working under and with your management team. Using this approach should lead to celebrations of a team member reporting a big promotion, especially when that promotion might be leaving the company to join another. Remember team members are human beings as well and you would celebrate if you got some big professional growth. Help other team members recognize and celebrate their peers and make it a habit to recognize and celebrate everyone's professional growth.

Great work deserves more than a “nice job.” Engineers want recognition that actually means something. Highlight achievements in team meetings, shout them out in company updates, or tie performance to real rewards—bonuses, new responsibilities, or leadership opportunities. Make recognition specific and tied to impact, so it feels earned, not generic. When people see that hard work gets noticed, they bring their A-game every time.

Remote engineers thrive with structured feedback—yet 65% want more development opportunities (Gallup). Use OKRs for clear goals, conduct 360° peer reviews for diverse insights, and offer microlearning resources to upskill. Regular 1:1 check-ins ensure alignment, while recognition boosts engagement. Growth isn’t just about evaluation—it’s about continuous enablement. #Leadership #RemoteWork #CareerGrowth