For a telecommuter this may involve dividing the objectives into smaller parts and reviewing them more frequently. Set specific performance objectives rather than general ones. This will clarify exactly what is expected of the employee. Criticism triggers defensive reactions. Talk about how something can be improved, rather than spending too much time on the d ownside of an employee's work.
Employees respond much better to positive feedback than to criticism.
Measurable Output Close supervision isn't necessarily good supervision. In order to manage from a distance, there must be objective standards of measurement to assess progress, give performance feedback, and set timetables. Before you can review objectives, they should be clearly defined, with measurable output such as completed reports or written codes. If you have a good system for measuring output, it should be equally effective for an employee working at home. If you feel the current measurement criteria are not sufficient, this is a good opportunity to develop them.