Set the Context
Your business explains priorities, expected outputs and how work should be handed over.
Performance management
Performance Support for Your Offshore Team
You direct daily work and share specific feedback. Covela combines your feedback with the team member’s feedback and provides a summary with recommended next steps.
Make expectations visible
What feedback helps a performance review?
Useful feedback explains the task, what you expected and what happened. Share examples of work that met expectations as well as areas where the person needs guidance.
The example alongside shows the kind of context you can bring to a performance discussion.
Illustrative feedback note
Customer Enquiry Handovers
Observation
Escalation notes include the enquiry history, but the next action is sometimes unclear.
Discussion
Review a recent handover together and clarify when to name an action owner.
Development focus
Practise writing a concise next step in the shared handover template.
A connected feedback loop
How the Review Works
Share Observations
Bring specific examples of what is working and where expectations need clarification.
Discuss Development
We combine feedback from you and the team member, then recommend next steps for the working relationship.
Shared responsibility
Responsibilities Between Reviews
- Your business manages projects and personnel day to day.
- Your business provides feedback on the work.
- Covela supports performance management and people matters.
Reviews and Ongoing Support
When do reviews happen?
We check in with your team member after one day, one week and one month, then quarterly. At each annual anniversary, we conduct a more substantial 360-style performance review.
What do you receive after a review?
For performance reviews, we combine your feedback with feedback from the team member. You receive a summary and recommended next steps to support the working relationship. You continue to direct and review the daily work.
Addressing Performance Concerns
If a team member is not meeting expectations, tell us what’s happening and share examples of the work. We explore whether a performance improvement plan can help. If that isn’t viable, we work with you on a smooth handover and next steps for the role.
Changing Responsibilities
We help you and the team member discuss changes to their responsibilities, offering neutral advice so both sides can reach a fair agreement. If you can’t agree, the existing arrangement stays in place.
Training and Certification
You arrange and provide any additional training or certification for your team member. We don’t organise that training on your behalf.
Define the Role and Expectations
Capture the responsibilities and reporting context in a brief.
Start a brief