Remote work has expanded flexibility and reduced costs. But it has also exposed personal and professional challenges leaders must address when a remote team member is underperforming. When the employee’s performance declines, the issue must be addressed quickly, clearly, and professionally—while recognizing that there may be outside influences and other obstacles contributing to the problem.
It can be difficult if you’re a leader who relies on “seeing” issues, instead of “hearing what is not said.” Or, you fail to manage by a work plan with defined goals. Many underperforming employees may not see the impact that their home work environment has on their productivity.
Remember, performance issues don’t resolve themselves. They compound. And they impact customers, team members, and business outcomes. Entrepreneurial leaders bring courage, clarity, and accountability to the conversation.
Why Remote Employees Can Underperform
- Unclear Expectations. The employee may not fully understand deliverables, timelines, or quality standards. Leaders often assume clarity when none exists.
- Home Environment Disruptions. Noise, unsafe surroundings, intrusive neighbors, unstable internet, or lack of a dedicated workspace can derail productivity.
- Caregiver Responsibilities. Elder care, child care, medical appointments, or emergencies can interfere with schedules and concentration.
- Poor Job Fit. The employee may not have the skills, temperament, or interest required for remote work, even if they were previously successful onsite.
- Lack of Accountability. Without structure, deadlines, or regular check‑ins, some employees drift or prioritize personal issues over work.
- Emotional Stress or Overwhelm. Personal crises, burnout, or chronic stress reduce motivation and follow‑through.
- Avoidance or Fear. Employees may avoid tasks they find difficult or fear making mistakes, leading to delays and incomplete work. They fail to ask for help.
- Poor Integrity. The employee may engage in activities that are not conducive to being a good neighbor (e.g., excessive vaping or smoking while working, participation in illegal activities). These reduce the employee’s attention to detail and availability to talk with customers.
These factors cannot be ignored or left unmanaged.
The Leadership Balancing Act
Entrepreneurial leaders must balance accountability with empathy. The goal is a win‑win‑win: for the employee, the team, and the business.
- Have intentional conversations
- Be a committed listener (hearing the unsaid)
- Provide feedback and coaching
- Clarify expectations without assumptions
- Avoid rescuing or enabling
- Focus on performance outcomes, not personality
- Reinforce that remote work is still work and deliverables matter
- Expect integrity and adherence to policies while on the company clock
Conducting an Intentional and Productive Conversation
A strong conversation is direct, supportive, and grounded in facts and is not based on assumptions.
- Clarify Expectations — timelines, deliverables, communication standards
- Identify Barriers — ask direct, professional questions about what’s getting in the way of their performance. Listen. Ask open-ended questions.
- Document Agreements — written follow‑ups, timelines, and commitments must be followed-through for effectiveness
Be supportive but firm in expectations. While some flexibility may be required (e.g., work hours), there are times being flexible will not provide the change required (e.g., poor job fit).
These conversations set the foundation for accountability. But their effectiveness depends on you, the leader, to follow-up and follow-through on a consistent basis and hold the employee accountable for their results.
Create a Realistic Action Plan
Entrepreneurial leaders help employees succeed, but do not lower standards.
- Adjust workload temporarily if appropriate
- Set short‑term checkpoints
- Encourage boundaries at home or hiring help (e.g., a caregiver)
- Understand the company policies and benefit packages to assist employee in finding resources
- Have employee talk with HR about external community support groups that are available
The plan must be measurable, time‑bound, and documented.
When Performance Still Doesn’t Improve
If the employee continues to struggle:
- Revisit expectations and commitments
- Determine whether the role is a good job fit for the employee to succeed
- Consider schedule, responsibilities, or environment changes
- Protect team performance, customer commitments, and business outcomes
- Talk with HR and legal counsel to determine what you next steps are
Entrepreneurial leaders act decisively. Delaying action only increases risk.
Leadership Requires Courage and Clarity
Remote work doesn’t eliminate leadership responsibilities. It intensifies them. Leaders who address issues early prevent bigger problems later. Supporting employees while holding them accountable builds trust, results, and long‑term success.
Entrepreneurial leadership is about workability and creating conditions where people can succeed and where the business can thrive while their team members work remotely.
©Jeannette Seibly 2026 All Rights Reserved
Jeannette Seibly is a Leadership Results Coach, Talent Advisor, and Business Author with 33 years of experience activating greatness in leaders and companies. She delivers practical coaching and solutions that elevate performance today, build legacies that stand the test of time, and support people in empowering themselves to lead with clarity and impact.
Jeannette Seibly is a legacy‑driven Talent Advisor, Leadership Results Coach, and Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values‑based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.