How has hybrid work transformed performance appraisal methods, and redefined the role of the manager?

Details

Supervisors

Coster, Stéphanie

Faculty

Louvain School of Management

Degree label

Master [120] en sciences de gestion, à finalité spécialisée
Master [120] : ingénieur de gestion, à finalité spécialisée

Abstract

enIn response to the growing shift toward work arrangements, this thesis investigates the impact of hybrid work on performance appraisal methods and the evolving role of managers. Hybrid work, characterized by alternating between remote and in-office tasks, has become a lasting feature of modern organizations following the COVID-19 pandemic. While this model offers autonomy and flexibility, it also introduces challenges such as reduced face-to-face interaction, blurred work-life boundaries, and the need for new managerial styles. The central research question guiding this study is: “How has hybrid work transformed performance appraisal methods, and redefined the role of the manager?” To address this, a qualitative research approach was adopted, involving semi-structured interviews with 17 managers across various sectors. The study explored their perceptions of hybrid work practices, changes in performance evaluation, and adaptations in their role as managers. Findings reveal that many organizations are shifting from traditional appraisal systems to more dynamic, outcome-based approaches. Managers are increasingly using tools such as KPIs, weekly check-ins, and personalized feedback to evaluate performance in decentralized settings. Moreover, the role of the manager has evolved from more control to enabling style, emphasizing trust, autonomy, and continuous support. Effective managers now prioritize transparent communication and employee well-being, recognizing the psychological impact of remote oversight. The study concludes that hybrid work demands a redefinition of managerial roles and performance appraisal methods. Empowering, trust-based leadership and flexible, results-oriented appraisal methods are critical for sustaining employee performance and engagement in hybrid settings. These findings offer practical recommendations for organizations aiming to enhance managerial effectiveness and employee outcomes in the evolving landscape of work.