The office, rather, the only office, has become a rarity in the modern workforce. Gone are the days of employees walking to work and catching up on the news with their colleagues at lunch. In today’s digital landscape, employees can work from anywhere. As digital nomads and entrepreneurs work from home, this exciting proposition is becoming more popular among companies. In today’s time and tide, employees do not wait by their desks for a supervisor to wander by; now, with remote workers the norm, it’s often difficult to know how to communicate with those outside your physical location. According to Igloo’s 2019 State of the Digital Workspace report, 70% of remote employees feel left out of the workplace. This article will explore best practices for engaging your remote staff and maintaining communication without spending all day in Slack.
The Remote Employee Paradox
The “remote employee paradox” challenges managing and motivating employees who work remotely. While there are many advantages to having a remote workforce, unique challenges come with it. Here are some best practices for engaging your distant staff:
-Communication is key
Keep the lines of communication open. Make sure you have regular check-ins with your remote employees, whether through video calls, phone calls, or even emails. This will help you stay up-to-date on their progress and ensure they feel comfortable communicating with you about any issues or concerns. The most successful managers are good listeners, communicate trust and respect, and inquire about workload and progress without micromanaging.
-Encourage collaboration
When employees are working remotely, it can be easy for them to feel isolated. Encourage them to collaborate with each other, whether it’s through online chat rooms or regular conference calls. Just because your employees are working remotely doesn’t mean they can’t collaborate with each other. There are many tools and technologies that can facilitate remote collaboration (e.g., project management software and online chat platforms). Encouraging and facilitating collaboration among your remote staff will help them feel more connected to each other and the organization.
-Make use of technology
There are many great tools out there that can help you manage and motivate your remote workforce. Utilize project management software, time-tracking apps, and communication platforms to stay connected and engaged with your team.
-Provide opportunities for professional development
Just because your employees are remote doesn’t mean they don’t need training and development. Make sure to provide opportunities for them to learn and grow in their roles by providing Corporate Training. Corporate Training equips learners with the information and abilities they need to complete their tasks to a high degree.
-Keep them informed about company news and developments
Let them know they are associated with the best. Keep them informed about all the achievements and all company targets. They feel part of it when they are aware of all the happenings.
-Make sure they feel like part of the team
Prioritize relationships. Team building and camaraderie are important for any team, but good managers go out of their way to form personal bonds with remote employees. They use check-in time to ask about their personal life, families, and hobbies. They designate team meeting time for “water cooler” conversations so the whole team can create personal connections and strengthen relationships.
-Make use of social media
Social media can be a great way to connect with remote employees and keep them engaged with your organization. Those lunch break conversations, when done physically, are never just limited to professional talks. It is more of connecting and sharing the same social space and getting to know each other outside the office. Social Media should be a go-to-platform to know one another.
-Make expectations explicit
When it comes to managing remote teams, being clear about expectations is mandatory. Managers who are direct with their expectations of both remote and on-site employees have happier teams that can live up to those expectations. People are never left in the dark about projects, roles, or deadlines.
In order to engage your remote employees, you need to be purposeful and thoughtful in your approach. Simply treating them like any other employee will not suffice — you need to take into account the unique challenges that come with managing a remote team. By following the best practices laid out in this article, you can build a strong foundation for engagement with your remote employees and create a work environment that everyone can thrive in. Let them know that ‘’out of sight is not out of mind’’.