Reluctant to hire remote Salesforce engineers? Because you can’t get that nagging feeling out of your mind — “are your remote Salesforce developers being productive or not?”
Foremost, you aren’t the only one with remote team trust issues. In a Harvard Business study, 40% of managers have expressed low confidence in their remote workers’ abilities.
Does that mean you should not hire remote Salesforce developers?
No. That’s because a Stanford study showed a 13% increase in remote employees’ performance. So, what then?
Now, there’s nothing wrong with Harvard or Stanford studies. The real problem is with the way you measure the performance of your remote Salesforce managers. You need to adopt new performance metrics to measure the productivity and efficiency of your remote team. Your traditional on-site performance scales won’t work in a remote work setup.
In this article, we talk about how to ensure that your remote Salesforce engineers are creating the right CRM work process suiting your business needs. Also, how to keep your hired remote Salesforce engineers fully productive.
6 Tactics That Remote Managers Should Use To Measure Remote Salesforce Developers Performance
Remote Salesforce developers collaborate with other teams to customize the cycle for the company. They fully coordinate with the IT department to plan and implement robust business work processes.
Your Salesforce engineer is in charge of streamlining other operations in the organization. That means Salesforce engineers’ low performance can lead to low efficiency in your business. Thus, you need to keep a tab on your remote Salesforce engineers using the following tactics:
Tactic #1. Define Goals
Setting organizational goals is the first step to measure performance. You might have hired remote Salesforce developers, but they are an integrated part of your company. They aren’t simply here to write a few codes for you. Remote engineers are to prepare customized CRM solutions for your team.
Therefore, clearly define your technical goals to your remote team. Conceptualizing goals will work as the foundation for evaluating performance in the later stages. The goals at the individual and team level need to be set separately.
Tactic #2. Ask ‘What’ and ‘How’
Performance measurement is based on two questions — what and how. With ‘what’ questions, you can access the actual task assigned to Salesforce engineers. These questions tell about explicit facts and implicit expectations, such as What approach engineers will take to custom CRM strategies?
On the other hand, ‘how’ questions are related to the process. For example, how well the Salesforce engineer worked in a team, how innovative was her approach to the problem, etc. Asking the right ‘what’ and ‘how’ questions can set a solid performance measurement foundation for you.
Tactic #3. Target Performance Metrics That Matters
There are a series of productivity metrics available, but not all are useful for measuring your remote team’s performance. The metrics shift based on team size, skills, consistency, and availability. While considering remote Salesforce team measuring metrics, pay attention to:
- Throughput measures the rate of outputs and quantifies. This metrics shows how fast a developer works and what is his or her burnout point.
- Lead time defines the time period between when the work started and when it’s completed. Looking into Salesforce engineers’ lead time provides insight into their capabilities.
- Commit-to-deploy time (CTD) is a duration of code to get from one end of the pipeline to the other. Using CTD, the manager can recognize roadblocks in remote and in-house staffing and take steps to improve it.
Tactic #4. Peer Review System
We can’t ignore the fact that remote working won’t offer the same level of visibility compare to office settings. Managers can’t review remote engineers the way they do in-house engineers. That’s why collecting insight from a peer perspective can help a lot with performance evaluation.
To evaluate the performance of a remote engineer, you have to reach out to your in-house employees with which the person has recently worked. Then, you should ask questions like:
- Have Salesforce engineers played a significant role in achieving project goals?
- Did the developer apply his or her competencies to work?
- How has a remote developer helped to make the project better?
- What has the company achieved from the developer’s experience?
Tactic #5. Focus on Long-term Results
In development work, you shouldn’t just focus on the quantitative side of software development. Instead, a long-term approach should be used where team performance is the main evaluation base. You need to focus on delivery time, stability, and frequency of updates to analyze the performance of remote engineers.
If you have hired a remote Salesforce engineers team, you should analyze whether the desired results are achieved or not. With this approach, you won’t only increase developer’s productivity but also seamlessly achieve organizational goals.
Tactic #6. Talk to the Person
All the conclusions that you have drawn during performance analysis, you should discuss with the engineers. Try to thoroughly explain the situation to them or even use examples and illustrations to convey your point.
First, mention the positive side, gradually share your concerns with the engineer’s performance. Importantly, also allow engineers to share their side of the story. If goals aren’t achieved, discuss the reason and try to come up with a solution based on mutual discussions. Don’t blame engineers; ask questions and listen carefully to make a final decision.
You can hire remote Salesforce engineers for contact management, workflow creation, task management, customer engagement, and opportunity tracking. But, to gain all the Salesforce engineer benefits, you have to constantly monitor their performance, which isn’t an easy thing to do. From asking multiple questions to setting goals, remote employees’ performance measurement isn’t a simple task.
Thus, Cloudlabs247 has a better and easy solution for you. Simply hire the best-in-class remote Salesforce engineers from our talent pool. Our experienced developers can work independently without oversight and can deliver the desired outcome. We have ex-Google, Facebook, and Amazon engineers in our team, so they know how to offer high efficiency and productivity under a given timeframe.