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Managing Staff Who Work Remotely

There is no doubt that more and more employees are working remotely from their workplace’s main office. Businesses that employee people from their homes and even other countries are becoming more and more the norm.

Managing Staff Who Work Rmotely According to Forbes: Data from Gallup’s State of the American Workplace reveals that nearly 4 out 10 (39%) companies currently allow some employees to work remotely. Even more interesting was that the survey revealed remote workers log more hours than their in-office counterparts (4 extra hours per week). And the seemingly good news doesn’t stop there. Employees who work remotely (according to the report) seem to be slightly more engaged than those who work in the office (32% engaged versus 28% engaged).

What works in managing staff who work remotely?

    1. Using the right people

      Although many people already do some work at home, working remotely on an ongoing basis does not suit everyone. It is best suited for people who are self-motivated, trustworthy, good communicators, whose work does not require them to be physically present at the office, and who are comfortable with technology and communicating online.

      So, when filling positions that require to working remotely, it is essential that people with the above qualities and abilities are recruited. Alternatively, you may already have some staff who would like the freedom to do some of their work hours outside of the workplace. If such working arrangements are new for your workplace, you can always trial it on a limited or temporary basis.
    2. Communicating clear expectations

      New team members may need detailed instructions until they are more familiar with what is required. It is also important with remote workers to be very clear about how their work will be measured - their outputs, so to speak.

      You don’t want to dictate every part of their work, of course. People need to be free to do their work, their way. Instead, hold people accountable to goals they set for themselves, letting you know how they are going, and if there are any difficulties.
    3. Building and maintaining relationships

      It is always easier to build relationships when you see people face-to-face. So, it may be possible to bring team members together for important meetings or shared professional development from time to time.

      You can also build relationships with remote staff by chatting to them face-to-face, but online, through video conferencing services. Even team meetings can be held this way. And, of course, there is contact through old technology - the telephone. If you are communicating primarily by email, still allow time for some chattiness, getting to know people personally and letting them get to know you.

      Some workplaces have a web page with photos and a short bio of all of their staff to help people feel part of the larger team. Other workplaces set up a shared Facebook page where team members are able to share information, ask for help, and get to know each other.
    4. Maintaining good two-way communication

      Certainly, this is important when team members are office-based. But it is essential when people are working remotely as it is easy to feel disengaged from what is happening. So, keeping people in the loop, involving them in decisions that affect their work, and being approachable, all help facilitate good communication. You also need to be clear as to when you (and they) are contactable, allowing for time zone differences for team members who work interstate or overseas.

      It is important to appreciate that when you are primarily reliant on written communications, such as email, the potential for misunderstandings or communication breakdowns will increase. The lack of context, tone and body language contribute to these misunderstandings. The potential for misunderstandings also increases when you are communicating with someone from a different culture.

      So, it is important that such misunderstandings or communication breakdowns are expected, normalised when they occur, and clarifications made when needed.

    5. Ensuring that technologies are useful and compatible

      There are some wonderful technologies that support remote workers - task managers, shared calendars, shared documents, portable laptops and smart phones - to name just a few.

      However, the devices need to be able to communicate with each other. It is no good, for example, if a remote worker’s Windows-based personal computer cannot read files sent from your Apple Mac computer.

      Make sure in advance that file formats are agreed, smart phones and computers are compatible, important software works across devices, and that everyone has access to internet connections with sufficient speed.
    6. Providing meaningful recognition

      Although this is important in workplaces generally, remote workers don’t get the positive feedback that office-based workers receive through their interactions with colleagues. So, recognising the efforts of remote workers becomes especially important.

      It is also imperative to realise that people like recognition in different ways. Some prefer to be trusted and left alone to do their work. Others feel affirmed when they are given the opportunity take on a new challenge. Some value their supervisor making time for them or simply being genuinely thanked.

Given the growth of organisations, the emergence of new technologies, and the wishes of many team members, the trend for more people to work remotely is only going to become stronger.

Author Credits

Ken Warren BA, M Soc Sc, CSP is a Relationships Specialist who helps teams to perform at their very best. Through his customised speaking programs, Ken will help your people to build even stronger, more positive and productive teams; work more easily with difficult colleagues and clients; and enhance their resilience and well-being at work. Check out all of his free resources through www.positivepeoplesolutions.com.au.

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