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How to measure productivity of remote employees

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Updated on:
March 15, 2024
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Updated on :

March 15, 2024
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How to measure productivity of remote employees

Measuring employee productivity can be difficult, especially for distributed teams (hybrid or fully remote workforce), but it's essential to ensure that everyone is on track and working towards common organizational goals. In this article, we'll explore ways to measure productivity and some common tools that can help managers accomplish this.

Ways to measure productivity for remote employees

Set Clear Expectations

One of the most important things managers can do is set clear expectations for their remote employees. By providing specific details on what is expected, including tasks, deadlines, and quality standards, employees will understand what they need to do, and managers can monitor their progress more effectively. Setting clear expectations also helps to ensure that employees are focused on the right tasks and are working towards the right goals.

Use Task Management Tools

Task management tools are crucial for measuring productivity. They help remote workers manage their tasks, prioritize them, and track their progress. Employee productivity tracker tools such as Asana, Trello, and Monday.com can be used to assign tasks, set deadlines, and monitor progress. By using these tools, managers can see what tasks employees are working on and how much progress they are making. Using these task management tools allows managers to intervene if necessary and ensure that the employee completes work on time.

To know more about task management tools that can enhance productivity, check out this article on Remote work tools for collaboration and productivity.

Measure Output

Measuring the productivity of remote workers via their output is one of the easiest ways to measure productivity. Output refers to the amount of work an employee completes in a given period. An employee can measure the employee's output by the number of tasks completed, the number of projects completed, or the amount of work produced. By measuring output, managers can determine how much work employees are completing and how productive they are. This is also an effective way to identify struggling employees who may need additional support or training.

Use Time Tracking Tools

Employers can use time-tracking tools to measure how much time remote employees spend on work-related tasks. These tools can track the amount of time spent on each task, which can be used to determine how productive employees are. Time tracking tools such as Toggl and RescueTime can help managers identify time-wasting activities and areas where employees need to improve. Additionally, time-tracking tools can be useful for tracking billable hours, which is especially important for remote employees who work on a freelance or contract basis.

Conduct Employee Surveys

Employee surveys are a valuable tool for measuring productivity. They allow managers to get feedback from employees on how they perceive their productivity, what they think is working well, and where they feel they need to improve. Employee surveys can be conducted anonymously, which can encourage employees to be honest and provide valuable feedback. Surveys can also identify areas where employees need additional support or training.

Monitor quality

While output is important, quality is equally critical. Managers should establish quality standards and guidelines for their teams to ensure that work is completed to a high standard. This can be measured through client, customer, or colleague reviews or feedback.

Evaluate self-motivation

Employees working remotely or in a hybrid work team require a high level of self-motivation and discipline. Managers should evaluate how self-motivated their remote employees are and whether they are taking initiative and working independently. Self-motivation can be measured through self-assessments or feedback from colleagues.

Monitor communication

Effective communication is essential for remote teams. Managers should monitor the level of communication between team members and ensure that everyone is staying in touch regularly. By tracking communication, managers can identify potential issues and ensure that remote employees are staying engaged and connected with the rest of the team.

Read more on monitoring communication and effective communication strategies for remote work here.

Measure employee engagement

Employee engagement measures how invested and committed employees are to their work. Managers should monitor employee engagement levels and ensure that remote employees are engaged and motivated to perform their work. Engagement can be measured through surveys or regular check-ins with employees.

Analyze feedback

Collecting feedback from remote employees can provide valuable insights into productivity. You can receive feedback via surveys or one-on-one meetings. By analyzing feedback, managers can identify areas for improvement and make necessary adjustments to improve productivity.

In conclusion, measuring the productivity of remote employees requires a combination of strategies, tools, and techniques. Also by partnering with a global employment and payroll platform like Skuad, you can set clear expectations, utilize Skuad’s employment and payroll tools, measure employee engagement, and analyze feedback.

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How do you evaluate performance on remote workers?

There are several ways to evaluate performance of remote workers, including setting clear expectations, using task management tools, measuring output and quality, tracking time, conducting regular check-ins, evaluating self-motivation and communication, measuring employee engagement, and analyzing feedback.

How do you measure accountability of remote workers?

Accountability of remote workers can be measured by setting clear expectations, monitoring output and quality, tracking time, conducting regular check-ins, evaluating communication and self-motivation, and providing feedback and support as needed. Additionally, holding remote workers accountable for meeting their objectives and goals can ensure that they are meeting their responsibilities and contributing to the success of the team.

How often do you need to check in with remote employees?

The frequency of check-ins with remote employees may vary depending on the nature of the work, the level of autonomy of the employee, and the preferences of the manager and employee. However, it is generally recommended to check in with remote employees at least once a week to ensure that they are staying on track and to address any issues that may arise.

How do you ensure remote workers feel included?

To ensure that remote workers feel included, managers can regularly communicate with them, encourage participation, foster a team culture, share information in a timely manner, provide opportunities for career development, recognize and appreciate remote workers, and use collaboration tools that facilitate communication and teamwork.

How do I give feedback to remote employees?

To give feedback to remote employees, managers should schedule regular check-ins to discuss performance and provide feedback. Feedback should be specific, actionable, and focused on behaviors and outcomes rather than personal traits. Managers should also use video calls and screen sharing to give visual feedback and provide examples. It is important to listen to remote employees and encourage them to share their thoughts and concerns.

About the author

Kate Jonson is a Software Engineer and Tech Writer. During the day, she writes codes and develops tech products. At night, she moonlights as a tech writer sharing her thoughts on work productivity and efficient HR management practices. 

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