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6 Strategies for Managing Remote Workers More Effectively

Remote Worker in Parachute with LaptopAccording to a survey conducted by Forbes, a whopping 98% of workers want to work remotely at least some of the time. It’s no surprise why many employers are now offering a remote work setup, or at the very least, a hybrid one. But for this setup to be sustainable in the long run, employers should know how to manage remote workers effectively. The following tips can make for a good start.

1. Strengthening the onboarding process

It’s more challenging to onboard new hires in a remote environment, so your company should review the current onboarding process to see if it’s been tailored well enough for remote workers. Create engaging videos and interactive presentations, set up electronic meet-and-greets, establish a virtual buddy system, etc. Right from the start, new hires should be welcomed to your company and trained to fit into everyday operations as smoothly as possible, so they won’t feel like a fish out of water for long.

2. Scheduling regular team meetings

It’s easy for employees to feel alone in a remote work setup, so make sure that they have a camera-on meeting at least once a week with their teams to establish rapport within. Collaboration is easier when employees feel affinity with the people they’re working with, so it’s important that they build strong professional relationships with each other even if only virtually.

3. Scheduling regular one-on-one check-ins

Managers should connect with their direct reports individually so that they can be on top of both the successes and struggles of the members of their teams. Twice a month is a good number of check-ins, although new and/or junior employees will benefit from a weekly meeting with their manager. The frequency can be adjusted during busy seasons; nevertheless, encourage your company’s managers to always make time for a quick check-in at least once a month, and top executives should monitor that these are happening by your managers.

4. Focusing on the results, not the hours

For output-based jobs, it doesn’t make much sense to focus on login/logout times and number of hours rendered. The quality of the work matters much more, so your company should consider giving employees more autonomy by allowing flexible work schedules. Focus more on providing the necessary support to ensure employees meet their deadlines, quotas, and other key performance indicators.

5. Using monitoring tools only as needed

Monitoring tools can be effective if they’re not intruding on remote workers’ activities, and if your company is not using these as a way to micromanage employees. Instead, use these tools to gain insights on tasks your employees struggle with and to identify processes that can be improved upon with the right solutions. Also, be upfront with your employees about the data being gathered and the activities being monitored. They need to understand that your company wants transparency, not total control.

6. Implementing self-reporting

In a remote work setup, it’s harder for remote team members to know what their teammates are working on without explicitly talking about it – so make sure they do talk about it. Require employees to inform their team about their tasks and the corresponding statuses through self-reporting. For team members working on the same projects, these updates will be especially helpful for tracking overall progress.

Remote work is here to stay whether your company likes it or not, so might as well embrace and perfect it in order to attract and retain top talent. Also, what’s not to like? Satisfaction is high when employees enjoy more time and convenience, and this satisfaction translates to better performance at work. If done right, remote work can result in a win-win situation for your company and your employees.

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Category: Remote Workers, WorkPlace Culture