Monitoring and measuring the performance of remote and hybrid teams requires a strategic shift from tracking activity to evaluating outcomes, quality, and engagement. The best metrics combine objective data from software with qualitative insights from employees to foster trust and accountability without micromanagement. 

Outcome-based productivity metrics

Instead of focusing on hours, these metrics measure what's actually accomplished to provide a clear picture of performance. 

• Task completion rate: The percentage of assigned tasks or projects completed within a set timeframe. Project management tools like Asana and Trello can track this metric for teams.
• Time to completion: Measures the average time it takes for an employee or team to complete a specific type of task. It provides insights into efficiency and potential bottlenecks.
• Goal achievement: Tracks the progress of individual and team goals, such as Objectives and Key Results (OKRs), to ensure alignment with broader business objectives.
• Revenue per employee: An indicator of how efficiently your workforce is contributing to revenue growth. This can help evaluate the financial impact of hybrid and remote work models.
• Customer satisfaction scores: Relevant for customer-facing teams, these metrics link an employee's output to the quality of customer experience. 

Employee engagement and well-being metrics

In remote settings, signs of disengagement or burnout are harder to spot, making these metrics critical for team health. 

• Employee Net Promoter Score (eNPS): A survey-based metric that measures how likely employees are to recommend your company as a great place to work. It is a strong indicator of overall employee satisfaction.
• Absenteeism and utilization rate: Tracks time off, especially unplanned sick days, which can be an early warning sign of burnout or low morale. Monitoring utilization levels can also help identify over- or under-worked employees.
• Voluntary turnover: A rising number of employees voluntarily leaving the company is a direct signal of dissatisfaction with the work environment.
• One-on-one frequency: A qualitative metric tracking how often managers schedule meaningful check-ins with employees. Regular one-on-ones build trust and help uncover hidden issues.
• Pulse surveys: Short, frequent anonymous surveys help capture employee sentiment on topics like stress levels, connection to the team, and work-life balance. 

Collaboration and communication metrics

These measures provide insight into how effectively the team is working together and communicating across different locations. 

• Meeting quality and engagement: Evaluate whether meetings are productive, with clear outcomes and active participation, rather than just tracking attendance. Asking for feedback on meeting effectiveness is one approach.
• Contribution to shared documents: Tracks engagement on collaborative platforms like Notion or Google Workspace by monitoring comments, edits, and contributions.
• Cross-functional collaboration: Analyzes the frequency and quality of collaboration between different teams to ensure information flows effectively and to break down silos.
• Channel usage: Monitoring how consistently teams use communication tools (e.g., Slack, Microsoft Teams) can show if the tools are effectively supporting seamless communication.