As a manager of a remote team, I have found that remote work, while not a new phenomenon, has become more prevalent and popular as days go by. I’ve read surveys like the one by McKinsey, which states that 58% of employed Americans report having the option to work from home at least one day a week, and 35% can do so five days a week. Moreover, 98% of workers expressed the desire to work remotely, at least part of the time, in the future.
However, truth be told, I have faced unique obstacles in ensuring the productivity, performance, and engagement of my remote team members. Hence, I have often wondered, “how to know if remote employees are working effectively and efficiently?” How can I communicate, team up, and coordinate with them across different locations and time zones? How can I build a strong and positive work culture and team spirit among them? How can I support their well-being and development in the virtual environment?
These are some of the questions I have had to address and concerns of the many. In this narrative, I shall share some strategies and tips that have helped me overcome these challenges and optimize the benefits of remote work for my business and my people.
But, before we go into the matter of discussion, let’s look at some statistics that show why managing remote workforce is crucial for successful business endeavors.
- A study by Stanford University found that remote workers are 13% more productive than their office counterparts, and also report higher job satisfaction and lower turnover rates.
- A Gallup’s report revealed that remote workers are more engaged than their office peers, and also experience less stress, better health, and more balance in their lives.
- An Owl Labs survey showed that remote workers are more loyal to their employers, and are 25% less likely to quit their jobs than their office colleagues.
As you can see, remote work can offer significant advantages for both the employees and the employers, but only if it is managed and motivated effectively. So, how can you do that? Let’s find out.
Initiate clear and realistic expectations and goals
One of the most vital aspects of managing remote teams is to set clear and realistic expectations and goals for them. This helps them understand what is expected of them, how their work will be measured and evaluated, and what are the priorities and deadlines they need to follow. Without clear expectations and goals, remote employees may feel confused, lost, or overwhelmed by their tasks and responsibilities. This is one way I’ve learned how to know if remote employees are working effectively.
Now, setting clear expectations is crucial, but it’s equally important to ensure they are achievable. Overloading remote employees with unrealistic goals can lead to burnout and decreased productivity. For instance, expecting a software developer to code, test, and deploy a complex application within a week is unrealistic. Instead, breaking down the task into manageable parts with individual deadlines can help maintain productivity and morale.
Build trust and rapport with your remote workforce
Trust is the foundation of any successful endeavor, be it professional or personal. Hence, it is especially important for remote work, where there is less visibility and supervision. Trust can enhance the productivity, performance, and engagement of your remote employees, as well as their satisfaction and loyalty. Whereas, rapport is the quality of the relationship that you have with your remote employees, and it can influence their motivation, morale, and well-being. However, it’s important to remember that trust is a two-way street. While employees should deliver their tasks effectively, managers should also trust their employees’ ability to work independently. Micromanaging can harm trust and rapport. Regular check-ins and constructive feedback can help cultivate trust and rapport more effectively.
Use the right tools and technology to facilitate transmission and partnership
It is evident for remote work to create a sense of disconnection and isolation among employees as they lack the proper means and opportunities to interact and team up with their colleagues and managers. Therefore, it is essential to provide them with the tools and technology that can enable them to communicate and team up effectively and efficiently in the virtual environment. And as there are tons of technological tools in the market to serve the purpose, it is also mandatory to provide proper training to employees to use them effectively. Also, relying solely on digital communication can lead to misunderstandings due to the lack of non-verbal cues. Hence, occasional face-to-face meetings, if possible, can enhance understanding and rapport among team members.
Create opportunities for social interaction and team building
In connection to the above-mentioned, remote work reduces the social and emotional bonds that exist among employees, and that are essential for creating a sense of belonging and community. Social interaction and team building can foster a positive and collaborative work culture and team spirit among your remote employees, as well as improve their mental health and happiness. On another note, it’s also equally crucial to ensure these interactions don’t become another source of stress for employees. Forced socialization can lead to discomfort and resentment. Instead, voluntary activities like virtual coffee breaks, book clubs, or game sessions can foster a more organic and enjoyable social environment.
Support the well-being and evolution of your remote employees
We know remote work poses a variety of challenges and risks for the mental, physical, and emotional health of your remote employees, such as stress, burnout, fatigue, loneliness, etc. Remote work scenarios also limit the learning and growth opportunities for your remote employees that go along the lines of feedback, coaching, mentoring, training, etc.
Supporting employee well-being is more than just preventing negative experiences like stress and burnout. It also involves promoting positive experiences like job satisfaction, work-life balance, and personal growth. For example, providing flexible work hours can improve work-life balance. Similarly, offering opportunities for professional development, like online courses or webinars, can motivate employees and foster a culture of continuous learning.
Nevertheless, managing remote employees can also be rewarding and beneficial for all the related parties despite its several challenges. By following the strategies and tips in this narrative, you can ensure a positive development and work environment for your remote team members. I hope this will be helpful and informative to you.
