A building-permit supervisor gives remote reviewers no feedback, saying they cannot be coached because they are not in the office. What process should senior HR design?
Select an answer to reveal the explanation.
Short Explanation
Not seeing someone in the hallway is a logistics problem, not a permission slip to go quiet. Permits still leave a paper trail you can review. Design work-product checks and real one-on-ones so remote staff get coached like everyone else.
Full Explanation
A building-permit supervisor who gives remote reviewers no feedback because they are not in the office confuses logistics with permission to go silent. Senior HR should design structured work-product reviews and regular one-on-ones so distance does not cancel feedback. Permits still leave a trail; civic service quality for applicants depends on coached reviewers wherever they sit.
Waiting until remote staff return to city hall before any coaching fails by concept: multi-month silence is not a development plan. Replacing feedback with a monthly webcam attendance log fails because presence logs are not work-quality coaching. Scoring remote staff only on tickets closed with no qualitative review fails by recreating pure speed metrics without craft standards.
Exam caveat: remote feedback must meet the same documentation and fairness standards as on-site appraisal. Operational check: schedule recurring one-on-ones, sample permit work products with rubrics, and include remote staff in calibration so ratings are evidence-based. Public employers should record the chosen control and rejected options in the talent or labor file so future leaders understand how the decision protects continuity of resident services.